ABSTRACT
Organizational researchers have long recognized knowledge as a critical predictor of job performance. Numerous studies have documented support for the importance of knowledge in the prediction of task performance and in the explanation of variance in ratings of overall performance (e.g., Hunter, 1983, 1986; Pulakos, Borman, & Hough, 1988; Borman, White, & Dorsey, 1995). In structural job performance models, knowledge is typically included as a critical mediator between other predictors, such as cognitive ability, and job performance (e.g., Hunter, 1983; Schmidt, Hunter, & Outerbridge, 1986; Borman, White, Pulakos, & Oppler, 1991; Campbell, McCloy, Oppler, & Sager, 1993). Despite the critical role of knowledge in performance models, there has been limited research on knowledge-measurement methodologies in organizational research. In this chapter, our primary goal is to generate increased interest in knowledge measurement by identifying methodologies from literatures outside organizational research that we believe will enhance our ability to assess knowledge.
