Performance Rating Accuracy Improvement through Changes in Individual and System Characteristics

摘要

The quest for better measurement of individual job performance has generated considerable empirical research in Industrial/Organizational Psychology; however, the feeling persists that we are not really doing a good job in measuring job performance. This research project was concerned with investigating the effects of differences in both individual and systems characteristics on the accuracy of job performance measurements using ratings of individual effectiveness in fulfilling job duties. The research involved four studies over a period of 13 months. Results indicated that: (a) the purpose for which the performance ratings are collected does not affect accuracy; (b) the quality of the instructions that accompany the rating form can effect rating accuracy; and (c) the use of performance standards on the rating form and their effect upon rating accuracy depend on the method used to collect performance ratings. In addition, rater motivation, acceptance, and confidence were found to be related to rating accuracy. Finally, the present investigation of the methodologies used to collect accuracy data suggested the need for new methods in future studies of rating accuracy. Keywords: Performance measurement, Rating accuracy. (sdw)