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
Schmidt et al. (2016). The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 100 Years of Research Findings. vela/meta-factory research ingest (MF-065).
Ingested 2026-05-23 · 10 findings extracted · 10 constructs derived
Integrity tests are used to predict counterproductive work behaviors and overall job performance by assessing traits like conscientiousness, agreeableness, and emotional stability.
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Constructs derived (1)
Integrity TestsCAPABILITY
GMA, also called general cognitive ability and general intelligence, is a measure of an individual's overall mental capability, including reasoning, problem-solving, and learning abilities.
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Conscientiousness measures assess the personality trait characterized by diligence, carefulness, and a desire to do a task well.
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Structured interviews are a type of employment interview with a fixed format and set of questions, often based on a job analysis.
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Unstructured interviews are employment interviews without a fixed format or set of questions, often relying on the interviewer's discretion.
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Openness to Experience measures assess a personality trait characterized by imagination, curiosity, and a broad range of interests.
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Biographical data measures include questions about past life experiences, such as family background, education, and hobbies, used to predict job performance.
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Job experience refers to the number of years of previous experience on the same or similar job, without information on past performance.
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Reference checks involve obtaining information about a job applicant's past job performance and behavior from previous employers.
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Interest measures assess an individual's preferences and inclinations towards certain types of activities or occupations, often matched to job types.
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