Construct validity of multiple job performance measures using confirmatory factor analysis.

The construct validity of job performance ratings obtained from self, supervisors, and peers was assessed relative to performance data obtained from an objective test of task proficiency. Data were gathered from a sample of 256 first-term jet engine mechanics in the U.S. Air Force. Widaman's (1985) approach to assessment of convergent and discriminant validity of multitrait–multimethod data using confirmatory factor analysis to contrast alternative models was used. As expected, all analyses revealed support for a model with correlated performance traits and uncorrelated methods. Significant convergence among the three rating sources was found. In addition, convergence was found between task ratings and scores from the objective proficiency test. Significant discriminant validity was found in all of the analyses. Results revealed that self, supervisors, and peers can be equally valid as sources of performance information, although performance of some tasks may be more validly evaluated by one source than another. Needs for further research on the effects of task characteristics on the validity of ratings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)