Assessment | Biopsychology | Comparative | Cognitive | Developmental | Language | Individual differences | Personality | Philosophy | Social |
Methods | Statistics | Clinical | Educational | Industrial | Professional items | World psychology |

Industrial & Organisational : Introduction : Personnel : Organizational psychology : Occupations: Work environment: Index : Outline

The Generalized Expertise Measure (GEM) (2006) was developed by Marie-Line Germain as a measure of perception of employee expertise. She has also found that there is a behavioral dimension found in "experts", in addition to the dimensions suggested by Swanson and Holton (2001).

The 16-item scale contains objective expertise items and subjective expertise items. Objective items (the first 5 items of the measure below) were named Evidence-Based items. Subjective items (the remaining 11 items from the measure below) were named Self-Enhancement items because of their behavioral component.

  1. This person has knowledge that is specific to his or her field of work.
  2. This person shows that they have the education necessary to be an expert in his/her field.
  3. This person has knowledge about his/her field.
  4. This person has the qualifications required to be an expert in his/her field.
  5. This person has been trained in his or her area of expertise.
  6. This person is ambitious about their work in the company.
  7. This person can assess whether a work-related situation is important or not.
  8. This person is capable of improving himself or herself.
  9. This person is charismatic.
  10. This person can deduce things from work-related situations easily.
  11. This person is intuitive in the job.
  12. This person is able to judge what things are important in his/her job.
  13. This person has the drive to become what he or she is capable of becoming in his/her field.
  14. This person is self-assured.
  15. This person has self-confidence.
  16. This person is an expert who is outgoing.


This material is copyrighted and must not be used without citing the author (Germain, 2006).

With a sample of N=307, the scale reliability (internal consistency, Cronbach Alpha coefficient) of the 16-item scale was high (.91 for the five Evidence-Based items and .92 for the eleven Self-Enhancement items).

See alsoEdit


  • Germain, M. L. (2006). Development and preliminary validation of a psychometric measure of expertise: The Generalized Expertise Measure (GEM). Unpublished Doctoral Dissertation. Barry University, Florida.
  • Germain, M. L. (2006, April). Perception of Instructors’ Expertise by College Students: An Exploratory Qualitative Research Study. American Educational Research Association annual conference, San Francisco, CA. April 7-11.
  • Germain, M. L. (2006, February). What experts are not: Factors identified by managers as disqualifiers for selecting subordinates for expert team membership. Academy of Human Resource Development Conference. Columbus, OH. February 22-26.
  • Germain, M. L. (2005, February). Apperception and self-identification of managerial and subordinate expertise. Academy of Human Resource Development. Estes Park, CO. February 24-27.
  • Swanson, R. A., & Holton III, E. F. (2001). Foundations of Human Resource Development. San Francisco: Berrett-Koehler Publishers, Inc.
This page uses Creative Commons Licensed content from Wikipedia (view authors).

Ad blocker interference detected!

Wikia is a free-to-use site that makes money from advertising. We have a modified experience for viewers using ad blockers

Wikia is not accessible if you’ve made further modifications. Remove the custom ad blocker rule(s) and the page will load as expected.