ABSTRACT
In 2012, the author's presented a symposium at the British Psychological Society's annual Division of Occupational Psychology conference. One of the papers in this symposium tackled the issue of long versus short scales within psychometric assessments. Indeed, they argued in this paper that short scales can be just as effective than longer ones. The measurement of performance is clearly central to Work and Organizational Psychology, but the degree of effort in researching the performance domain is a small fraction of the effort placed into the research and development of predictor instruments. The measurement of overall effectiveness at work can be accomplished by different methods. All higher-order results are computed as averages to retain the semantic link to the seven-point effectiveness ratings given, resulting in descriptive statistics for external ratings. The global overall effectiveness evaluation correlates strongly with the averaged behavioural measures, suggesting that the overall workplace effectiveness construct can be captured in a variety of ways.
