Effects of Observers′ Performance Expectations on Behavior Ratings of Work Groups: Memory or Response Bias?
Effects of Observers′ Performance Expectations on Behavior Ratings of Work Groups: Memory or Response Bias?
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观察者的绩效预期对工作组行为评级的影响：记忆偏差还是反应偏差？
DOI：
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发表时间：
1993
期刊：
影响因子：
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通讯作者：
C. E. Willis
中科院分区：
文献类型：
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作者：
R. Martell;C. E. Willis
摘要本研究旨在探讨观察前绩效预期对工作群体行为评价的影响过程。在观察同一工作小组之前，59名受试者被告知关于小组表现的正面或负面信息。紧接着或一周后，受试者完成一份调查问卷，测量小组的行为。正如预期的那样，受试者被引导相信小组表现良好（而不是糟糕），并将更多有效的行为和更少的无效行为归因于小组。重要的是，额外的分析显示，这些影响是由系统反应偏差介导的。具体而言，提供积极（与消极）绩效信息的被试在判断有效工作行为的发生时采用更自由的决策标准，而在判断无效工作行为的发生时采用更保守的决策标准。在对有效或无效工作行为的判断中，没有证据表明存在记忆偏差。通过精确地指出在评价过程中引入偏见的地方，以及准确地指出绩效预期如何以及为什么会产生影响，这些结果为未来旨在消除工作组行为评价中这种偏见来源的努力提供了方向。
Abstract The goal of this study was to pinpoint the processes mediating the effects of preobservation performance expectations on behavioral ratings of work groups. Prior to observing the same work group, 59 subjects were given positive or negative information concerning the group′s performance. Immediately after or 1 week later, subjects completed a questionnaire measuring the group′s behavior. As expected, subjects led to believe that the group had performed well (versus poorly) attributed more effective and fewer ineffective behaviors to the group. Importantly, additional analyses revealed that these effects were mediated by a systematic response bias. Specifically, subjects provided with positive (versus negative) performance information adopted a more liberal decision criterion when judging the occurrence of effective work behaviors and a more conservative decision criterion when judging the occurrence of ineffective work behaviors. There was no evidence of a memory bias in the judgments of effective or ineffective work behavior. By pinpointing where in the rating process bias is introduced and precisely how and why performance expectations exert their influence, these results provide direction for future efforts aimed at eliminating this source of bias in behavioral ratings of work groups.