Title:
Development and Construct Validation of a Measure of Soft Skills Performance

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dc.contributor.advisor Kanfer, Ruth
dc.contributor.author Kantrowitz, Tracy Michelle en_US
dc.contributor.committeeMember Charles Parsons
dc.contributor.committeeMember Kristin Boyle
dc.contributor.committeeMember Ackerman, Phillip L.
dc.contributor.committeeMember Mulaik, Stanley
dc.contributor.department Psychology en_US
dc.date.accessioned 2005-07-28T17:54:05Z
dc.date.available 2005-07-28T17:54:05Z
dc.date.issued 2005-04-10 en_US
dc.description.abstract Despite the growing interest in studying the dimensions and prediction of task and contextual performance, little empirical attention has been given to studying the nature of soft skills performance. Soft skills (i.e., intra- and inter-personal work skills that facilitate the application of technical skills and knowledge), such as interpersonal skills (e.g., developing rapport) and communication skills (e.g., adjusting your message to the target audience) are highly sought by organizations (Zedeck and Goldstein, 2000). However, little is known about the underlying dimensions of soft skills performance, or about the individual differences variables that predict performance in this domain. In the current set of studies I examined the dimensionality of soft skills performance, developed measures to assess soft skills performance from self and supervisor perspectives, and validated the measures of performance in a nomological network of non-ability individual differences and existing performance measures. Study 1 involved asking subject matter experts to provide a master list and critical incidents of soft skills. Data from Study 1 served as the stimuli in Study 2 for sorting and reduction of skills into dimensions of soft skills performance. A construct and criterion validation approach was taken in Study 3 to measure soft skills performance in relation to individual differences variables in a nomological network. Results showed that the taxonomy of soft skills performance was composed of seven clusters, but that the measure of soft skills performance was unidimensional. Personality and motivational variables significantly predicted soft skills performance through their influence on proximal motivational processes. en_US
dc.description.degree Ph.D. en_US
dc.format.extent 1716642 bytes
dc.format.mimetype application/pdf
dc.identifier.uri http://hdl.handle.net/1853/6861
dc.language.iso en_US
dc.publisher Georgia Institute of Technology en_US
dc.subject Predictors of job performance en_US
dc.subject Taxonomy of soft skills performance
dc.title Development and Construct Validation of a Measure of Soft Skills Performance en_US
dc.type Text
dc.type.genre Dissertation
dspace.entity.type Publication
local.contributor.advisor Kanfer, Ruth
local.contributor.corporatename College of Sciences
local.contributor.corporatename School of Psychology
relation.isAdvisorOfPublication b0278278-8e0d-43f3-b561-8007cc0bbda7
relation.isOrgUnitOfPublication 85042be6-2d68-4e07-b384-e1f908fae48a
relation.isOrgUnitOfPublication 768a3cd1-8d73-4d47-b418-0fc859ce897d
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