Allen, M$.,$ Russell, T$.,$ Ford, L$.,$ Carretta, T$.,$ Lee, A$.,$ & Kirkendall, C$.(2023).$ Identification and evaluation of criterion measurement models. Military Psychology, $35,308-320.$

Goler, L$.,$ Gale, J$.,$ & Grant, A$.(2016).$ Let's not kill performance evaluations yet. Harvard Business Review, $94(11),90-94.$ This is optional reading

Murphy, K$.(2020).$ Performance evaluation will not die, but it should. Human Resource Management Journal, $30,13-31.$

To establish an effective merit pay system, there needs to be $|$clear connection between job performance and rewards. If the connection between performance and reward is damaged or severed $($for example, a high performer doesn't get a fair raise OR a low performer gets the same raise that a high performer gets$),$ then the highest performers may become less motivated to work hard and continue to perform at a high level.

To maintain the connection between performance and reward, it is critical to define, track, and measure performance accurately. However, performance evaluation tends to be quite challenging.

See the "constructs and methods" section on p$.309$ of Allen et al$.(2023).$ Using generative Al or any other source, explain the difference between a construct and a method. Present the answer such that a junior high student could understand the concept. $(1/2$ point$)$

Review Table $1$ in Allen et al$.$ and answer the following questions: $(1/2$ point$)$

a$.$ What seem to be the major job performance "constructs" in the context of the military?

b$.$ What are the major job performance "constructs" in the