Most people are able to learn the situational demands of different environments and apply them appropriately. How does this relate to job performance? The researchers in this study ran participants through a process that mimicked the selection process for a new job. Organizational skills, consideration of others, persuasiveness, analytical skills, presentation skills, assertiveness, and creativity were measured. Afterwards, participants completed a situational assessment questionnaire.
THE RESEARCH STUDY
The researchers found that performance during the simulated selection process was linked to a candidate’s ability to assess the situational demands of the process. In short, they knew what was expected of them. Those who didn’t do well often didn’t understand what behavior was needed of them, while those who excelled were able to accurately determine what was wanted. This suggests an under-examined element (i.e. the awareness of situational demands) that may come into play during the hiring process.
However, not only was the ability to gauge expectations and situational demands related to performance at a selection process for a new job, but it was also related to job performance at the candidate’s current employer. In short, poor job performance may be due to an employee’s inability to determine from normal context what exactly is expected of them.