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A second look at the relationship between rating and behavioral accuracy in performance appraisal.

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References

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1987Behavioral anchors as a source of bias in rating.82 cited
1979Individual Differences Correlates of Accuracy in Evaluating Others' Performance Effectiveness65 cited

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1994Effects of frame-of-reference training on rater accuracy under alternative time delays.64 cited

1993Processing objective and question order effects on the causal relation between memory and judgment in performance appraisal: The tip of the iceberg.56 cited

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2001Applying fuzzy logic to personnel assessment: a case study75 cited
2002Note-taking in the employment interview: Effects on recall and judgments.51 cited
2003Frame of reference rater training issues: recall, time and behavior observation training44 cited
2018The profile of the ‘Good Judge’ in HRM: A systematic review and agenda for future research38 cited
2013Role of Performance Appraisal System on Employees Motivation36 cited
1997Distributional Ratings of Performance Levels and Variability30 cited
2008Fuzzy logic and performance evaluation: discussion and application27 cited
2009Assessing the ethics of implementing performance appraisal systems22 cited
2006Discussion and Consensus in Rater Groups: Implications for Behavioral and Rating Accuracy22 cited
2010Development and validation of a measure of justice perception in the frame of Fairness theory – Fuzzy approach21 cited
2009Do Raters Agree More on Observable Items?15 cited
2012Experimental study comparing a traditional approach to performance appraisal training to a whole‐brain training method at C.B. Fleet Laboratories11 cited