An examination of the validity of performance appraisal criteria produced by job analysis and personality-based job analysis

This study determined whether the job analysis-based performance appraisal or the personality-based performance appraisal was more valid in predicting salesperson job performance. Participants were 36 auto sales personnel from a midwestern metropolitan area with experience levels from 1 month to over 30 years. Supervisors of the sales personnel were given both instruments. The job analysis-based appraisal was created from a job analysis involving 4 sales subject matter experts (SMEs). The personality-based appraisal was created from current literature and validated by 4 industrial/organizational psychology SMEs. Results indicated no significant difference between the two appraisals, and the appraisals were highly correlated indicating both behavior and personality are essential when predicting successful sales performance. Those who have a moderate amount of experience (3 years and one month - 6 years experience) in sales scored higher than those who have little experience (less than 3 years experience) and scored higher than those who have the most experience (more than 6 years experience) overall on both performance appraisals. Participants with a moderate amount of experience also scored 2 standard deviations above the mean in regards to the challenge facet. Several reasons for these findings were discussed. Experience does not necessarily lead to a successful sales person.