Team Performance Science Guide · Part VII · evidence chain
Performance Science Library
Every evidence pill in Performix traces back through this library. Source papers and books are ingested by the Research-to-Model Engine; constructs, validated measures, and survey items are derived from them and weighted by evidence strength.
191 sources
655 findings
586 constructs
525 survey items
last update 2026-06-03
FIELD STUDY
Pulakos (2005). SHRM FOUNDATION’S EFFECTIVE PRACTICE GUIDELINES Selection Assessment Methods A guide to implementing formal assessments to build a high-quality workforce. vela/meta-factory research ingest (MF-065).
Ingested 2026-05-23 · 11 findings extracted · 11 constructs derived · 11 survey items derived
Traits relevant to job performance, including conscientiousness, extraversion, agreeableness, openness to experience, and emotional stability.
preliminary
Constructs derived (1)
PersonalityCAPABILITY
Survey items (1)
It does not make sense to work hard on something if no one will notice.
Evidence weight: 0.70 · last calibration: 2026-06-03
A variety of mental abilities, such as verbal and mathematical ability, reasoning ability, and reading comprehension, that are measured to predict job performance.
preliminary
Tests providing job candidates with situations they would encounter on the job and viable options for handling them.
preliminary
Tests requiring candidates to perform a series of actual job tasks to determine if they can perform the physical requirements of a job.
preliminary
General physical activities to assess overall fitness, strength, endurance, or other physical capabilities necessary to perform the job.
preliminary
Tasks or work activities that mirror the tasks employees are required to perform on the job.
preliminary
A type of work sample test focused on assessing higher-level managerial and supervisory competencies.
preliminary
Interviews consisting of a specific set of questions designed to assess critical KSAs required for a job.
preliminary
Critical knowledge areas needed to perform a job effectively, typically representing technical knowledge.
preliminary
Questions covering background, personal characteristics, or interests to predict job performance.
preliminary
Attitudes and experiences related to honesty, trustworthiness, and dependability.
preliminary