Applied psychologists generally agree that job performance is multidimensional in nature and
that adequate measurement of job performance requires multidimensional criteria. The next
question is what to do about it. Should one combine the various criterion measures into a
composite score, or should each criterion measure be treated separately? [f the investigator
chooses to combine the elements, what rule should he or she use to do so? As with the utility
versus understanding issue, both sides have had their share of vigorous proponents over the
years. Let us consider some of the arguments.