Can performance-feedback accuracy be improved? Effects of rater priming and rating-scale format on rating accuracy
Can performance-feedback accuracy be improved? Effects of rater priming and rating-scale format on rating accuracy
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DOI：
10.1037/0021-9010.86.1.134
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发表时间：
2001-02-01
影响因子：
9.9
通讯作者：
Goffin, RD
中科院分区：
文献类型：
--
作者：
Jelley, RB;Goffin, RD
绩效评估信息通常用于员工反馈和发展。研究发现，全球性的评估（即，基于性能的广泛方面）和比较（即，显式被评估者间比较）在Cronbach（1955）的差分准确度方面可能是最准确的。这是一种与提供反馈直接相关的准确性。不幸的是，全球比较评估可能无法为接受者提供最有用的诊断反馈。在本实验中，作者设计了一种新的评分启动操作方法，并在109名被试身上进行了测试。预充操作对提高鉴别诊断准确性和提供诊断反馈的效果不佳。还研究了涉及2种不同行为观察量表格式的第二个自变量。结果的说明，本实验的局限性，未来的研究方向。并对绩效考核实践的启示进行了讨论。
Performance appraisal information is often used for employee feedback and development. Research has found that assessments that are global (i.e., based on broad aspects of performance) and comparative (i.e., explicit interratee comparisons) may be most accurate in terms of Cronbach's (1955) differential accuracy. a type of accuracy that is directly relevant to the provision of feedback. Unfortunately, a global-comparative assessment may not give recipients the most useful diagnostic feedback. In this experiment, an innovative rater-priming manipulation was developed and tested on a sample of 109 participants. The Priming manipulation bad the effect of improving differential accuracy and providing diagnostic feedback. A 2nd independent variable involving 2 different Behavioral Observation Scale formats also was investigated. Explanations of findings, limitations of this experiment, directions for future research. and implications for performance appraisal practice are discussed.