On the validity of subjective measures of company performance

Toby D. Wall; Jonathan Michie; Malcolm Patterson; Steve J. Woods; Maura Sheehan; Crish W. Clegg; Michael A. West

doi:10.1111/j.1744-6570.2004.tb02485.x

On the validity of subjective measures of company performance

Toby D. Wall, Jonathan Michie, Malcolm Patterson, Steve J. Woods, Maura Sheehan, Crish W. Clegg, Michael A. West

Aston Business School

Research output: Contribution to journal › Article › peer-review

Abstract

Subjective measures of company performance are widely used in research and typically are interpreted as equivalent to objective measures. Yet, the assumption of equivalence is open to challenge. We compared the use of both types of measure in 3 separate samples. Findings were consistent in showing that: (a) subjective and objective measures of company performance were positively associated (convergent validity); (b) those relationships were stronger than those between measures of differing aspects of performance using the same method (discriminant validity); and (c) the relationships of subjective and objective company performance measures with a range of independent variables were equivalent (construct validity).

Original language	English
Pages (from-to)	95-118
Number of pages	24
Journal	Personnel Psychology
Volume	57
Issue number	1
DOIs	https://doi.org/10.1111/j.1744-6570.2004.tb02485.x
Publication status	Published - Mar 2004

Keywords

subjective measures
company performance
objective measures
assumption of equivalence

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10.1111/j.1744-6570.2004.tb02485.x

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AU - West, Michael A.

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AB - Subjective measures of company performance are widely used in research and typically are interpreted as equivalent to objective measures. Yet, the assumption of equivalence is open to challenge. We compared the use of both types of measure in 3 separate samples. Findings were consistent in showing that: (a) subjective and objective measures of company performance were positively associated (convergent validity); (b) those relationships were stronger than those between measures of differing aspects of performance using the same method (discriminant validity); and (c) the relationships of subjective and objective company performance measures with a range of independent variables were equivalent (construct validity).

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On the validity of subjective measures of company performance

Abstract

Keywords

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