ABSTRACT
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 had 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.
Subject(s)
Employee Performance Appraisal/methods , Employee Performance Appraisal/standards , Feedback , Adolescent , Adult , Employment , Female , Humans , Male , Random AllocationABSTRACT
The purpose of this study was to determine the extent to which findings derived from four approaches to MTMM analyses were consistent in providing evidence of construct validity related to the measurement of four dimensions of perceived competence (social, academic, English, mathematics) across four maximally dissimilar rating methods (self, teacher, parent, peer). MTMM methodological approaches included that of Campbell-Fiske (1959), the general confirmatory factor analytic (CFA) model (Joreskog, 1969), the CFA (Correlated Uniqueness) model (Marsh, 1988), and the Composite Direct Product model (Browne, 1984). Procedures were applied to data from 158 grade 11 high school adolescents. Advantages, disadvantages, findings, and caveats related to each procedure are discussed.
ABSTRACT
This study addresses the manner in which trait and rater variance combine in multitrait-multirater (MTMR) performance appraisal data. The Confirmatory Factor Analytic (CFA) model assumes trait and rater variance combine additively, whereas the Composite Direct Product (CDP) model assumes a multiplicative relationship. Implications of these models are explicated for MTMR data, and empirical differences are examined using four data sets. Results indicated that the fit of the CDP model was superior to that of the CFA model in all four data sets. Discussion centered on strengths and weaknesses of the CDP and CFA models, assumptions regarding trait/rater relationships and conflict between conceptual simplicity and realistic representation of relationships. Guidelines for applying the CDP method were provided.
ABSTRACT
The structural validity of the Index of Organizational Reactions (IOR), a popular multi-faceted job satisfaction scale, was investigated through the use of confirmatory first and second-order factor analysis. Three plausible first-order factor models for the IOR were tested on a stratified random sample of 445 employees of a large financial institution. Through the application of a variety of covariance structure fit indices, it was found that an eight-factor oblique structure, which coincides with the eight facets of job satisfaction assumed to underlie the IOR, is the most appropriate factor model, thus supporting the structural validity of the IOR. Second-order confirmatory factor analysis revealed that two higher-order factors, corresponding to People in the work environment, and Material Aspects of the work experience, underlie the eight first-order factors. The scoring procedure for two "macrosubscales", based on the second-order factors, and suggestions for their use in applied settings were provided.
