Understanding the latent structure of job performance ratings
成果类型：
Article; Proceedings Paper
署名作者：
Scullen, SE; Mount, MK; Goff, M
署名单位：
North Carolina State University; University of Iowa
刊物名称：
JOURNAL OF APPLIED PSYCHOLOGY
ISSN/ISSBN：
0021-9010
DOI：
10.1037//0021-9010.85.6.956
发表日期：
2000
页码：
956-970
关键词：
摘要：
This study quantified the effects of 5 factors postulated to influence performance ratings: the ratee's general level of performance, the ratee's performance on a specific dimension, the rater's idiosyncratic rating tendencies, the rater's organizational perspective, and random measurement error. Two large data sets, consisting of managers (n = 2,350 and n = 2,142) who received developmental ratings on 3 performance dimensions from 7 raters (2 bosses, 2 peers, 2 subordinates, and self) were used. Results indicated that idiosyncratic rater effects (62% and 53%) accounted for over half of the rating variance in both data sets. The combined effects of general and dimensional ratee performance (21% and 25%) were tees than half the size of the idiosyncratic rater effects. Small perspective-related effects were found in boss and subordinate ratings but not in peer ratings. Average random error effects in the 2 data sets were 11% and 18%.
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