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A social relations analysis of multi...

Harnisher, John V.

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A social relations analysis of multi-rater performance appraisal systems.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	A social relations analysis of multi-rater performance appraisal systems./
作者:	Harnisher, John V.
面頁冊數:	75 p.
附註:	Adviser: Annette Flippen.
Contained By:	Dissertation Abstracts International68-01B.
標題:	Psychology, Industrial. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3247364

A social relations analysis of multi-rater performance appraisal systems.
Harnisher, John V.

A social relations analysis of multi-rater performance appraisal systems. - 75 p.

Adviser: Annette Flippen.

Thesis (Ph.D.)--New York University, 2007.

This study investigated performance appraisal in a multi-rater setting. The Social Relations Model was used to separate variance stemming from three sources: target, perceiver, and relationship. A goal of performance appraisal is to increase target variance and reduce other sources of variance that are considered error. A sample of working groups was split randomly into two conditions: treatment and control. Nineteen of the groups were assigned to the treatment condition and 20 were assigned to the control condition. There were 214 participants who interacted in a total of 1040 dyads. All participants rated the other group members on a series of work-related attributes. In the treatment condition participants were given instructions to reduce relationship variance. In the control condition participants were given only generic instructions regarding the task. Results of the study indicated that the manipulation significantly reduced relationship variance and increased target variance, as hypothesized. Implications for rater training in multi-rater performance appraisal are discussed.Subjects--Topical Terms:

520063
Psychology, Industrial.

A social relations analysis of multi-rater performance appraisal systems.
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245 1 2 $a A social relations analysis of multi-rater performance appraisal systems.
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502 $a Thesis (Ph.D.)--New York University, 2007.
520 $a This study investigated performance appraisal in a multi-rater setting. The Social Relations Model was used to separate variance stemming from three sources: target, perceiver, and relationship. A goal of performance appraisal is to increase target variance and reduce other sources of variance that are considered error. A sample of working groups was split randomly into two conditions: treatment and control. Nineteen of the groups were assigned to the treatment condition and 20 were assigned to the control condition. There were 214 participants who interacted in a total of 1040 dyads. All participants rated the other group members on a series of work-related attributes. In the treatment condition participants were given instructions to reduce relationship variance. In the control condition participants were given only generic instructions regarding the task. Results of the study indicated that the manipulation significantly reduced relationship variance and increased target variance, as hypothesized. Implications for rater training in multi-rater performance appraisal are discussed.
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