Journal ArticleDOI
A field study of the effects of rating purpose on the quality of multisource ratings.
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This article used generalizability theory to estimate sources of systematic variability associated with both developmental and administrative ratings (variance due to items, raters, etc.) and then used these values to estimate the dependability of the performance ratings under various conditions.Abstract:
Using a field sample of peers and subordinates, the current study employed generalizability theory to estimate sources of systematic variability associated with both developmental and administrative ratings (variance due to items, raters, etc.) and then used these values to estimate the dependability (i.e., reliability) of the performance ratings under various conditions. Results indicated that the combined rater and rater-by-ratee interaction effect and the residual effect were substantially larger than the person effect (i.e., object of measurement) for both rater sources across both purpose conditions. For subordinates, the person effect accounted for a significantly greater percentage of total variance in developmental ratings than in administrative ratings; however, no differences were observed for peer ratings as a function of rating purpose. These results suggest that subordinate ratings are of significantly better quality when made for developmental than for administrative purposes, but the same is not true for peer ratings.read more
Citations
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Role of social desirability in personality testing for personnel selection: The red herring
TL;DR: In this article, the authors meta-analyzed the social desirability literature, examining whether social desire functions as a predictor for a variety of criteria, as a suppressor, or as a mediator.
Journal ArticleDOI
The Social Context of Performance Appraisal: A Review and Framework for the Future
Paul E. Levy,Jane R. Williams +1 more
TL;DR: A recent systematic review of performance appraisal research as mentioned in this paper suggests that as a field we have become much more cognizant of the importance of the social context within which the performance appraisal process operates, and that the influence that the feedback environment or feedback culture has on performance appraisal outcomes is an especially recent focus that seems to have both theoretical and applied implications.
Journal ArticleDOI
Does performance improve following multisource feedback? a theoretical model, meta-analysis, and review of empirical findings
TL;DR: In this paper, the authors present a theoretical framework and review empirical evidence suggesting performance improvement should be more likely for some feedback recipients than others, and they argue that practitioners should not expect large, widespread performance improvement after employees receive multisource feedback.
Journal ArticleDOI
Broadening perspectives on clinical performance assessment: rethinking the nature of in-training assessment.
TL;DR: It is demonstrated that the psychometric framework may limit more meaningful educational approaches to performance assessment, because it does not take into account key issues in the mechanics of the assessment process.
Journal ArticleDOI
Emotional intelligence, teamwork effectiveness, and job performance: The moderating role of job context.
TL;DR: Using a trait activation framework, it is theorized that employees with higher overall EI and emotional perception ability exhibit higher teamwork effectiveness when working in job contexts characterized by high managerial work demands because such contexts contain salient emotion-based cues that activate employees' emotional capabilities.
References
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Role of social desirability in personality testing for personnel selection: The red herring
TL;DR: In this article, the authors meta-analyzed the social desirability literature, examining whether social desire functions as a predictor for a variety of criteria, as a suppressor, or as a mediator.
Journal ArticleDOI
Role of social desirability in personality testing for personnel selection: The red herring.
TL;DR: In this paper, the authors meta-analyzed the social desirability literature, examining whether social desire functions as a predictor for a variety of criteria, as a suppressor, or as a mediator.
Journal ArticleDOI
MEASUREMENT ERROR IN RESEARCH ON HUMAN RESOURCES and FIRM PERFORMANCE: HOW MUCH ERROR IS THERE AND HOW DOES IT INFLUENCE EFFECT SIZE ESTIMATES?
TL;DR: In this article, the authors demonstrate analytically the potential consequences of both random and systematic measurement error in research on HR and firm performance and show how generalizability theory can be applied to obtain better estimates of reliability by simultaneously recognizing multiple sources of random measurement error.
Journal ArticleDOI
Theory of generalizability: a liberalization of reliability theory†
TL;DR: In this paper, the authors reinterpreted reliability theory as a theory regarding the adequac with which one can generalize from one observation to a universe of observations, and provided an approximate lower bound to the expected value of the desired coefficient of generalizability.
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Can multi-source feedback change perceptions of goal accomplishment, self-evaluations, and performance-related outcomes? theory-based applications and directions for research
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The Social Context of Performance Appraisal: A Review and Framework for the Future
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