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Common comparison standards: An approach to improving agreement between self and supervisory performance ratings.
16 references·16 citing·39 second hopsampled
Common comparison standards: An approach to improving agreement between self and supervisory performance ratings. (1996)Common comparison standards: An approach …Forming inferences about some intraclass correlation coefficients. (1996)Forming inferences about some…Comparing correlated but nonoverlapping correlations. (1996)Comparing correlated but nono…Personal and Situational Determinants of Referent Choice (1992)Personal and Situational Dete…Performance appraisal: An organizational perspective. (1991)Performance appraisal: An org…A META‐ANALYSIS OF SELF‐SUPERVISOR, SELF‐PEER, AND PEER‐SUPERVISOR RATINGS (1988)A META‐ANALYSIS OF SELF‐SUPER…Behind the Mask: The Politics of Employee Appraisal (1987)Behind the Mask: The Politics…Attribution: Perceiving the Causes of Behavior (1987)Attribution: Perceiving the C…Performance appraisal : assessing human behavior at work (1984)Performance appraisal : asses…A cognitive view of the performance appraisal process: A model and research propositions (1984)A cognitive view of the perfo…The Measurement of Work Performance: Methods, Theory, and Applications (1983)The Measurement of Work Perfo…Validity of self-evaluation of ability: A review and meta-analysis. (1982)Validity of self-evaluation o…The relative accuracy of self-predictions and judgments by others in psychological assessment. (1981)The relative accuracy of self…Increasing Productivity through Performance Appraisal (1981)Increasing Productivity throu…An examination of referents used in the evaluation of pay (1974)An examination of referents u…Inequity In Social Exchange (1965)Inequity In Social ExchangeTowards an understanding of inequity. (1963)Towards an understanding of i…State-of-the-science review of leader-follower dyads research (2019)State-of-the-science review o…Comparing Employees and Managers’ Perceptions of Organizational Learning, Health, and Work Performance (2013)Comparing Employees and Manag…Supervisor–subordinate convergence in descriptions of leader–member exchange (LMX) quality: Review and testable propositions (2009)Supervisor–subordinate conver…Understanding Frequent Switching Patterns (2007)Understanding Frequent Switch…Understanding Frequent Switching Patterns A Crucial Element in Managing Customer Relationships (2007)Understanding Frequent Switch…Test‐Taker Reactions to the Selection Process: Effects of Outcome Favorability, Explanations, and Voice on Fairness Perceptions (2007)Test‐Taker Reactions to the S…Subjectivity in the Appraisal Process: A Facilitator of Gender Bias in Work Settings (2007)Subjectivity in the Appraisal…A Field Study of the Role of Big Five Personality in Applicant Perceptions of Selection Fairness, Self, and the Hiring Organization (2006)A Field Study of the Role of …The Impact of Selection Encounters on Applicants: An Experimental Study into Feedback Effects after a Negative Selection Decision (2004)The Impact of Selection Encou…Perceived fairness of web‐based applicant screening procedures: Weighing the rules of justice and the role of individual differences (2004)Perceived fairness of web‐bas…Job‐Seeker Reactions to Selection Process Information in Job Ads (2004)Job‐Seeker Reactions to Selec…Do Procedural Justice Perceptions in a Selection Testing Context Predict Applicant Attraction and Intention Toward the Organization? (2004)Do Procedural Justice Percept…Attitudes Towards Personnel Selection Methods: A Partial Replication and Extension in a German Sample (2003)Attitudes Towards Personnel S…Applicant Perceptions of Selection Procedures: The Role of Selection Information, Belief in Tests, and Comparative Anxiety (2003)Applicant Perceptions of Sele…Cognitive and GMA Testing in the European Community: Issues and Evidence (2002)Cognitive and GMA Testing in …Factors Affecting the Convergence of Self-Peer Ratings on Contextual and Task Performance (2000)Factors Affecting the Converg…A Theory of Social Comparison Processes (1954)The Self Concept (1962)Application of cognitive, skill-based, and affective theories of learning outcomes to new methods of training evaluation. (1993)Flawed Self-Assessment (2004)How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings (2015)Coefficient Alpha and the Internal Structure of Tests (1951)Statistical principles in experimental design. (1962)Intraclass correlations: Uses in assessing rater reliability. (1979)QUANTIFYING TEST-RETEST RELIABILITY USING THE INTRACLASS CORRELATION COEFFICIENT AND THE SEM (2005)Quality criteria were proposed for measurement properties of health status questionnaires (2006)A Guideline of Selecting and Reporting Intraclass Correlation Coefficients for Reliability Research (2016)Scripts in Organizational Behavior (1984)Personnel/Human Resources Management: A Political Influence Perspective (1991)Due Process in Performance Appraisal: A Quasi-Experiment in Procedural Justice (1995)HR Professionals' beliefs about effective human resource practices: correspondence between research and practice (2002)A Theory of Cognitive Dissonance (1957)Exchange and Power in Social Life. (1965)Social stigma and self-esteem: The self-protective properties of stigma. (1989)FOUNDATION FOR A GENERAL STRAIN THEORY OF CRIME AND DELINQUENCY* (1992)Understanding knowledge sharing in virtual communities: An integration of social capital and social cognitive theories (2006)Managerial Attitudes and Performance. (1968)Managerial Behavior, Performance, and Effectiveness. (1971)The file drawer problem and tolerance for null results. (1979)One Hundred Years of Social Psychology Quantitatively Described (2003)Social Behavior: Its Elementary Forms (1963)New directions in equity research. (1973)What's the difference? diversity constructs as separation, variety, or disparity in organizations (2007)Toward an integrative view of strategic human resource management (1991)PERSONALITY AS A MODERATOR IN THE RELATIONSHIP BETWEEN FAIRNESS AND RETALIATION. (1999)INDIVIDUAL CREATIVITY AND GROUP ABILITY TO UTILIZE INDIVIDUAL CREATIVE RESOURCES: A MULTILEVEL MODEL. (2002)The Knowledge, Skill, and Ability Requirements for Teamwork: Implications for Human Resource Management (1994)Whither industrial and organizational psychology in a changing world of work? (1995)CEO Charismatic Leadership: Levels-of-Management and Levels-of-Analysis Effects (1999)The processes of causal attribution. (1973)The Intuitive Psychologist And His Shortcomings: Distortions in the Attribution Process (1977)Role congruity theory of prejudice toward female leaders. (2002)SOCIAL CONTEXT OF PERFORMANCE EVALUATION DECISIONS. (1993)The Influence of Relational Demography and Guanxi: The Chinese Case (1998)Handbook of Industrial, Work & Organizational Psychology (2001)
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References

  • 1965Inequity In Social Exchange10,813 cited
  • 1996Forming inferences about some intraclass correlation coefficients.6,899 cited
  • 1963Towards an understanding of inequity.5,146 cited
  • 1987Attribution: Perceiving the Causes of Behavior3,713 cited
  • 1988A META‐ANALYSIS OF SELF‐SUPERVISOR, SELF‐PEER, AND PEER‐SUPERVISOR RATINGS1,080 cited
  • 1982Validity of self-evaluation of ability: A review and meta-analysis.973 cited
  • 1981Increasing Productivity through Performance Appraisal768 cited
  • 1984Performance appraisal : assessing human behavior at work622 cited
  • 1987Behind the Mask: The Politics of Employee Appraisal560 cited
  • 1991Performance appraisal: An organizational perspective.479 cited
  • 1984A cognitive view of the performance appraisal process: A model and research propositions444 cited
  • 1974An examination of referents used in the evaluation of pay367 cited
  • 1983The Measurement of Work Performance: Methods, Theory, and Applications322 cited
  • 1981The relative accuracy of self-predictions and judgments by others in psychological assessment.293 cited
  • 1992Personal and Situational Determinants of Referent Choice278 cited

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  • 1996Comparing correlated but nonoverlapping correlations.262 cited
  • Cited by

    • 2004Perceived fairness of web‐based applicant screening procedures: Weighing the rules of justice and the role of individual differences99 cited
    • 2019State-of-the-science review of leader-follower dyads research77 cited
    • 2002Cognitive and GMA Testing in the European Community: Issues and Evidence75 cited
    • 2006A Field Study of the Role of Big Five Personality in Applicant Perceptions of Selection Fairness, Self, and the Hiring Organization69 cited
    • 2003Applicant Perceptions of Selection Procedures: The Role of Selection Information, Belief in Tests, and Comparative Anxiety68 cited
    • 2007Understanding Frequent Switching Patterns64 cited
    • 2009Supervisor–subordinate convergence in descriptions of leader–member exchange (LMX) quality: Review and testable propositions62 cited
    • 2007Subjectivity in the Appraisal Process: A Facilitator of Gender Bias in Work Settings59 cited
    • 2003Attitudes Towards Personnel Selection Methods: A Partial Replication and Extension in a German Sample57 cited
    • 2004The Impact of Selection Encounters on Applicants: An Experimental Study into Feedback Effects after a Negative Selection Decision53 cited
    • 2004Job‐Seeker Reactions to Selection Process Information in Job Ads52 cited
    • 2013Comparing Employees and Managers’ Perceptions of Organizational Learning, Health, and Work Performance30 cited
    • 2000Factors Affecting the Convergence of Self-Peer Ratings on Contextual and Task Performance29 cited
    • 2007Understanding Frequent Switching Patterns A Crucial Element in Managing Customer Relationships28 cited
    • 2007Test‐Taker Reactions to the Selection Process: Effects of Outcome Favorability, Explanations, and Voice on Fairness Perceptions26 cited
    • 2004Do Procedural Justice Perceptions in a Selection Testing Context Predict Applicant Attraction and Intention Toward the Organization?25 cited