@article{ellington_wilson_2017, title={The Performance Appraisal Milieu: A Multilevel Analysis of Context Effects in Performance Ratings}, volume={32}, ISSN={["1573-353X"]}, DOI={10.1007/s10869-016-9437-x}, abstractNote={The purpose of this study was to take an inductive approach in examining the extent to which organizational contexts represent significant sources of variance in supervisor performance ratings, and to explore various factors that may explain contextual rating variability. Using archival field performance rating data from a large state law enforcement organization, we used a multilevel modeling approach to partition the variance in ratings due to ratees, raters, as well as rating contexts. Results suggest that much of what may often be interpreted as idiosyncratic rater variance, may actually reflect systematic rating variability across contexts. In addition, performance-related and non-performance factors including contextual rating tendencies accounted for significant rating variability. Supervisor ratings represent the most common approach for measuring job performance, and understanding the nature and sources of rating variability is important for research and practice. Given the many uses of performance rating data, our findings suggest that continuing to identify contextual sources of variability is particularly important for addressing criterion problems, and improving ratings as a form of performance measurement. Numerous performance appraisal models suggest the importance of context; however, previous research had not partitioned the variance in supervisor ratings due to omnibus context effects in organizational settings. The use of a multilevel modeling approach allowed the examination of contextual influences, while controlling for ratee and rater characteristics.}, number={1}, journal={JOURNAL OF BUSINESS AND PSYCHOLOGY}, author={Ellington, J. Kemp and Wilson, Mark A.}, year={2017}, month={Feb}, pages={87–100} }
 @article{duvernet_dierdorff_wilson_2015, title={Exploring factors that influence work analysis data: A meta-analysis of design choices, purposes, and organizational context.}, volume={100}, ISSN={1939-1854 0021-9010}, url={http://dx.doi.org/10.1037/A0039084}, DOI={10.1037/A0039084}, abstractNote={Work analysis is fundamental to designing effective human resource systems. The current investigation extends previous research by identifying the differential effects of common design decisions, purposes, and organizational contexts on the data generated by work analyses. The effects of 19 distinct factors that span choices of descriptor, collection method, rating scale, and data source, as well as project purpose and organizational features, are explored. Meta-analytic results cumulated from 205 articles indicate that many of these variables hold significant consequences for work analysis data. Factors pertaining to descriptor choice, collection method, rating scale, and the purpose for conducting the work analysis each showed strong associations with work analysis data. The source of the work analysis information and organizational context in which it was conducted displayed fewer relationships. Findings can be used to inform choices work analysts make about methodology and postcollection evaluations of work analysis information.}, number={5}, journal={Journal of Applied Psychology}, publisher={American Psychological Association (APA)}, author={DuVernet, Amy M. and Dierdorff, Erich C. and Wilson, Mark A.}, year={2015}, pages={1603–1631} }
 @article{ellington_surface_blume_wilson_2015, title={Foreign Language Training Transfer: Individual and Contextual Predictors of Skill Maintenance and Generalization}, volume={27}, ISSN={["1532-7876"]}, DOI={10.1037/mil0000064}, abstractNote={Foreign language proficiency is a critical skill in which many U.S. military personnel receive extensive training. However, very little research has examined the factors associated with the successful transfer of this training. This study therefore investigates the impact of individual and contextual variables on two different types of foreign language skill transfer measures in a military context. Archival data were analyzed from 133 U.S. Army Special Forces (Green Berets) teams, including 919 Soldiers who had completed job-required foreign language training. Results indicate that initial skill acquisition had a positive impact on both the maintenance and generalization of language skills. The posttraining time interval between training and transfer measurement was negatively associated with skill maintenance, suggesting significant skill decay over time. The team context also accounted for significant variability in skill transfer, and the team mean skill level moderated the relationship between individual initial skill and subsequent generalization to job performance.}, number={1}, journal={MILITARY PSYCHOLOGY}, author={Ellington, J. Kemp and Surface, Eric A. and Blume, Brian D. and Wilson, Mark A.}, year={2015}, month={Jan}, pages={36–51} }
 @inproceedings{yuan_ajmeri_allred_telang_wilson_singh_2015, place={United States}, title={Modeling analytics as knowledge work: Computing meets organizational psychology}, volume={2015-June}, url={http://www.scopus.com/inward/record.url?eid=2-s2.0-84937926189&partnerID=MN8TOARS}, DOI={10.1109/rcis.2015.7128899}, abstractNote={This paper reports on an ongoing interdisciplinary study of analytic workflow, describing our preliminary understanding and findings as well as some directions for further investigation and validation. Specifically, we exploit knowledge from organizational psychology to develop a computational organizational model. Our proposed organizational model provides a framework to understand the impact of organizational level variables and worker characteristics on workflow performance, providing a view to create justifiable interventions to improve performance. To evaluate the viability of the model, we develop a multiagent simulation framework and design an experimental study.}, number={June}, booktitle={Proceedings - International Conference on Research Challenges in Information Science}, publisher={IEEE}, author={Yuan, Guangchao and Ajmeri, Nirav S. and Allred, Chris and Telang, Pankaj R. and Wilson, Mark and Singh, Munindar P.}, year={2015}, pages={382–387} }
 @misc{wilson_2005, title={Human resource management and organizational behavior: Selected perspectives.}, volume={58}, number={3}, journal={Personnel Psychology}, author={Wilson, M. A.}, year={2005}, pages={835–837} }
 @misc{wilson_2004, title={No best way: An evolutionary perspective on human resource management.}, volume={57}, number={4}, journal={Personnel Psychology}, author={Wilson, M. A.}, year={2004}, pages={1097–1099} }
 @article{dierdorff_wilson_2003, title={A  meta-analysis of job analysis reliability}, volume={88}, DOI={10.1037/001-9010.88.4.635}, number={4}, journal={Journal of Applied Psychology}, author={Dierdorff, E. C. and Wilson, M. A.}, year={2003}, pages={635–646} }
 @misc{wilson_2003, title={Organizational psychology: A scientist-practitioner approach.}, volume={56}, number={3}, journal={Personnel Psychology}, author={Wilson, M. A.}, year={2003}, pages={810–813} }
 @misc{wilson_2001, title={Introduction to industirial-organizational psychology, 3rd edition.}, volume={54}, number={4}, journal={Personnel Psychology}, author={Wilson, M. A.}, year={2001}, pages={1046–1048} }
 @article{harvey_wilson_2000, title={Yes Virginia, there is an objective reality in job analysis}, volume={21}, ISSN={["0894-3796"]}, DOI={10.1002/1099-1379(200011)21:7<829::AID-JOB30>3.0.CO;2-4}, abstractNote={We fundamentally disagree with Sanchez and Levine (this issue) on several issues. Terminologically, we are troubled by their failure to differentiate between the descriptive process of rating verifiable work characteristics (i.e., job analysis) versus the subjective process of inferring worker ability and ‘other’ (AO) requirements (i.e., job specification). Although ‘consequential validity’ is crucial for evaluating job specifications, it is largely irrelevant for assessing properly conducted job analyses. Ontologically, we reject their relativist view that an objective reality does not exist when describing work activities. When verifiable descriptors are rated using sound rating scales, independent judges can definitively assess position rating accuracy; such a review constitutes all the ‘validity’ evidence needed for the job analysis per se. We discuss a number of additional concerns, including the way in which practitioners deal with true cross-position ratings variability, and the role of holistic inferences. Copyright © 2000 John Wiley & Sons, Ltd.}, number={7}, journal={JOURNAL OF ORGANIZATIONAL BEHAVIOR}, author={Harvey, RJ and Wilson, MA}, year={2000}, month={Nov}, pages={829–854} }
 @article{wilson_1997, title={The validity of task coverage ratings by incumbents and supervisors: Bad news}, volume={12}, ISSN={["0889-3268"]}, DOI={10.1023/A:1025066301244}, number={1}, journal={JOURNAL OF BUSINESS AND PSYCHOLOGY}, author={Wilson, MA}, year={1997}, pages={85–95} }