Home > Research > Publications & Outputs > On the validity of subjective measures of compa...

Research

Links

Text available via DOI:

View graph of relations

On the validity of subjective measures of company performance

Research output: Contribution to Journal/Magazine › Journal article › peer-review

Published

Standard

On the validity of subjective measures of company performance. / Wall, Toby D; Michie, Jonathan; Patterson, Malcolm et al.

In: Personnel Psychology, Vol. 57, No. 1, 03.2004, p. 95-118.

Research output: Contribution to Journal/Magazine › Journal article › peer-review

Harvard

Wall, TD, Michie, J, Patterson, M, Wood, SJ, Sheehan, M, Clegg, CW & West, M 2004, 'On the validity of subjective measures of company performance', Personnel Psychology, vol. 57, no. 1, pp. 95-118. https://doi.org/10.1111/j.1744-6570.2004.tb02485.x

APA

Wall, T. D., Michie, J., Patterson, M., Wood, S. J., Sheehan, M., Clegg, C. W., & West, M. (2004). On the validity of subjective measures of company performance. Personnel Psychology, 57(1), 95-118. https://doi.org/10.1111/j.1744-6570.2004.tb02485.x

Vancouver

Wall TD, Michie J, Patterson M, Wood SJ, Sheehan M, Clegg CW et al. On the validity of subjective measures of company performance. Personnel Psychology. 2004 Mar;57(1):95-118. doi: 10.1111/j.1744-6570.2004.tb02485.x

Author

Wall, Toby D ; Michie, Jonathan ; Patterson, Malcolm et al. / On the validity of subjective measures of company performance. In: Personnel Psychology. 2004 ; Vol. 57, No. 1. pp. 95-118.

Bibtex

@article{a1014d2583814def9684f224bbf4c427,
title = "On the validity of subjective measures of company performance",
abstract = "Subjective measures of company performance are widely used in research and typically are interpreted as equivalent to objective measures. Yet, the assumption of equivalence is open to challenge. We compared the use of both types of measure in 3 separate samples. Findings were consistent in showing that: (a) subjective and objective measures of company performance were positively associated (convergent validity); (b) those relationships were stronger than those between measures of differing aspects of performance using the same method (discriminant validity); and (c) the relationships of subjective and objective company performance measures with a range of independent variables were equivalent (construct validity).",
author = "Wall, {Toby D} and Jonathan Michie and Malcolm Patterson and Wood, {Stephen J} and Maura Sheehan and Clegg, {Chris W} and Michael West",
year = "2004",
month = mar,
doi = "10.1111/j.1744-6570.2004.tb02485.x",
language = "English",
volume = "57",
pages = "95--118",
journal = "Personnel Psychology",
issn = "0031-5826",
publisher = "Wiley-Blackwell",
number = "1",

}

RIS

TY - JOUR

T1 - On the validity of subjective measures of company performance

AU - Wall, Toby D

AU - Michie, Jonathan

AU - Patterson, Malcolm

AU - Wood, Stephen J

AU - Sheehan, Maura

AU - Clegg, Chris W

AU - West, Michael

PY - 2004/3

Y1 - 2004/3

N2 - Subjective measures of company performance are widely used in research and typically are interpreted as equivalent to objective measures. Yet, the assumption of equivalence is open to challenge. We compared the use of both types of measure in 3 separate samples. Findings were consistent in showing that: (a) subjective and objective measures of company performance were positively associated (convergent validity); (b) those relationships were stronger than those between measures of differing aspects of performance using the same method (discriminant validity); and (c) the relationships of subjective and objective company performance measures with a range of independent variables were equivalent (construct validity).

AB - Subjective measures of company performance are widely used in research and typically are interpreted as equivalent to objective measures. Yet, the assumption of equivalence is open to challenge. We compared the use of both types of measure in 3 separate samples. Findings were consistent in showing that: (a) subjective and objective measures of company performance were positively associated (convergent validity); (b) those relationships were stronger than those between measures of differing aspects of performance using the same method (discriminant validity); and (c) the relationships of subjective and objective company performance measures with a range of independent variables were equivalent (construct validity).

U2 - 10.1111/j.1744-6570.2004.tb02485.x

DO - 10.1111/j.1744-6570.2004.tb02485.x

M3 - Journal article

VL - 57

SP - 95

EP - 118

JO - Personnel Psychology

JF - Personnel Psychology

SN - 0031-5826

IS - 1

ER -