Typical versus maximum performance

Abstract: I cannot begin to describe my delight at having the opportunity to write this introduction to the special issue on typical versus maximum performance. It's humbling to realize that a paper you've written emerges as the seminal paper that starts a new line of research. But that appears to be the case: The notion of differentiating between typical and maximum performance on the criterion side of the equation is generally credited to Sackett, Zedeck, and Fogli (1988).

Abstract: The current paper combines research from personality, cultural, social, and work- and organizational psychology. More precisely, it addresses the motivating effects of situations that either foster or inhibit social loafing under typical vs maximum performance conditions. It further tests how these effects are moderated by the three individual difference variables of conscientiousness, agreeableness, and openness to experience, and the two cultural dimension variables of collectivism and power distance. Results reveal positive main effects for inherently motivating situations, maximum performance conditions, conscientiousness, agreeableness and collectivism, as well as a significant interaction between the degree to which the situation invites social loafing and the typical vs maximum performance condition. These findings thus confirm a possible overlap between the theories of social loafing and of typical vs maximum performance. Finally, power distance showed a number of surprising interactions that may, in part, account for cultural differences found in the social loafing literature. Implications for theory building, empirical research and practice are discussed.

Abstract: The current study integrated the literature on selection tests of typical versus maximum performance (Cronbach, 1960) with the literature on job performance under typical and maximum performance conditions (Sackett, Zedeck, & Fogli, 1988). Tests of maximum performance (i.e., measures of task-related knowledge, skills, and abilities) loaded onto a different factor than tests of typical performance (i.e., measures of task-related motivation). Nevertheless, these two factors were moderately correlated (r = .44). Further, both task-related ability and motivation predicted typical performance. Maximum performance was predicted only by ability.

Abstract: Overall, the distinction between typical and maximum performance emerges regularly in the discussion section of empirical manuscripts to outline likely causes for unexpected findings or to suggest boundary conditions to the findings reported. Future research of this chapter shows the possibility of using typical versus maximum performance for establishing the construct and criterion-related validity of specific selection procedures. It also introduces three such theoretical approaches, namely valence-instrumentality-expectancy theory (VIE theory), social loafing and facilitation, and self-determination theory. VIE theory has already served to explain effects in the conceptually related literature on social loafing, that is, the tendency for individuals to expend less effort when working collectively than when working alone. Self-Determination Theory (SDT) proposes a continuum ranging from an externally regulated motivation via different degrees of internalization to a fully autonomous and possibly even intrinsic motivation. Thus, these literatures offer multiple suggestions for mechanisms and moderators to the study of typical versus maximum performance.