Article1992

Performance dimension accessibility: Implications for rating accuracy

27 citations0/0 files storedJournal of Organizational Behavior

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Human Resource Development and Performance Evaluation Management and Performance Evaluation Employee Performance and Motivation

Abstract

Abstract Recent models of evaluative information processing suggest that individuals will form differentiated dimensional judgments only if a differentiated set of categories or dimensions is accessible as behavior is observed. If, however, a differentiated set of dimensions is not accessible, individuals will form a more general global evaluation. Subsequent dimensional evaluations will be driven by this ‘overall ’evaluation. The present study supports this and indicates that dimensional performance evaluations will be more accurate if the performance appraisal dimensions are accessible to individual raters. This study demonstrates the importance of the accessibility of dimensions for accurate dimensional performance evaluations.

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References

1980Performance rating.1987Memory Factors in Advertising: The Effect of Advertising Retrieval Cues on Brand Evaluations 1984A cognitive view of the performance appraisal process: A model and research propositions 1981Strategies in Rater Training,1988Meaning and measurement of performance rating accuracy: Some methodological and theoretical concerns.1980Effects of rater training: Creating new response sets and decreasing accuracy.1982THE CONTROL OF BIAS IN RATINGS: A THEORY OF RATING 1977Consistency of rating accuracy and rating errors in the judgment of human performance

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