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This study tests the general idea that people in different organizational positions can have different perspectives on what performance means in a particular job and that these different perspectives are reflected in their implicit trait policies (ITPs) about performance in that job. We test the hypothesis that prison inmates harbor ITPs about the importance of agreeableness and conscientiousness in correctional officers' performance that are different from the ITPs harbored by officers and supervisors. Our results show that critical incidents of officers' performance that are generated by inmates emphasize agreeableness more and conscientiousness less than critical incidents generated by officers and supervisors. Our results also show that inmates' ratings of the effectiveness of officers' behavior described in critical incidents are more strongly associated with the agreeableness of the behavior and less strongly associated with the conscientiousness of the behavior than are officers' and supervisors' ratings. [ABSTRACT FROM AUTHOR]

I cannot begin to describe my delight at having the opportunity to write this introduction to the special issue on typical versus maximum performance. It's humbling to realize that a paper you've written emerges as the seminal paper that starts a new line of research. But that appears to be the case: The notion of differentiating between typical and maximum performance on the criterion side of the equation is generally credited to Sackett, Zedeck, and Fogli (1988). [ABSTRACT FROM AUTHOR]