PLACING PEER RATINGS IN CONTEXT: SYSTEMATIC INFLUENCES BEYOND RATEE PERFORMANCE

Performance evaluation research indicates that variance in ratings may be attributable to systematic sources beyond the actual performance of the ratee. However, the majority of prior work compares ratings across sources and uses ratings from a single rating event. Using confirmatory factor analysis...

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Bibliographic Details
Published inPersonnel psychology Vol. 60; no. 1; pp. 93 - 126
Main Authors DIERDORFF, ERICH C., SURFACE, ERIC A.
Format Journal Article
LanguageEnglish
Published Malden, USA Blackwell Publishing Inc 01.03.2007
Blackwell Publishing Ltd
Subjects
Armed forces
Behavior
Bias
Context Effect
Discriminant analysis
Error of Measurement
Evaluation Research
Evidence
Factor Analysis
Growth models
Influence
Job performance
Peers
Perceptions
Performance appraisal
Performance Based Assessment
Performance management
Personnel Evaluation
Personnel selection
Ratings & rankings
Staff Development
Studies
United States > US
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Summary:Performance evaluation research indicates that variance in ratings may be attributable to systematic sources beyond the actual performance of the ratee. However, the majority of prior work compares ratings across sources and uses ratings from a single rating event. Using confirmatory factor analysis and multivariate latent growth modeling (MLGM), we specifically examine peer ratings from 740 participants on 5 performance dimensions across 3 distinct performance situations for systematic sources of variance beyond ratee performance. Results demonstrate that both ratee performance and the performance context have systematic effects, with contextual effects varying by how “strong” or “weak” the situation is for a given performance dimension. Furthermore, MLGM results suggest that the influence of performance dynamism is only meaningfully interpreted when contextual effects are modeled.
Bibliography:ArticleID:PEPS066
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istex:13FC848DFCF3DE09FAE6C0E9E2A10F9B13ACA1E6
We thank Ann Marie Ryan and three anonymous reviewers for their valuable feedback. We also thank Lori Foster Thompson, Bob Rubin, and Mike G. Sanders for their insight and assistance. The views, opinions, and findings contained in this article are solely those of the authors and should not be construed as an official Unites States Army Special Operations Command, Department of Army, or Department of Defense position, policy, or decision.
ISSN:0031-5826
1744-6570
DOI:10.1111/j.1744-6570.2007.00066.x