NUMBER AND SPECIFICITY OF PERFORMANCE OUTCOMES IN THE PREDICTION OF ATTITUDES AND BEHAVIORAL INTENTIONS
研究了在预测满意度和行为意图时，使用多少绩效结果以及结果的具体程度如何影响预测效果，发现覆盖结果领域的充分性比结果数量或特异性更重要。
The problem of how many performance outcomes to use and how specific they should be in predicting satisfaction and behavioral intentions was addressed. 323 soldiers responded to a desirability and instrumentality scale for each of 16 potential outcomes obtainable from outstanding performance. Scores were factor analysed and composites were formed to reflect each dimension. Three criteria (satisfaction, perceived effort and intention to reenlist) were predicted using (a) all 16 outcome items, (b) only 11 items defining four outcome dimensions and (c) 4 items only, each item reflecting an outcome dimension. In all cases, the 11‐item set was a better predictor than the 16‐item set, and the 4‐item set was nearly as effective as the 16‐item set. Instrumentalities were found to be significantly better predictors of satisfaction than of effort, while the reverse was true of valences. It was suggested that adequacy of coverage of the out come domain rather than list length or outcome specificity, was the critical issue in improving predictability.