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STABILITY OF RATER LENIENCY: THREE STUDIES.
11 references·16 citing·45 second hop
STABILITY OF RATER LENIENCY: THREE STUDIES. (1995)STABILITY OF RATER LENIENCY: THREE STUDIE…SOCIAL CONTEXT OF PERFORMANCE EVALUATION DECISIONS. (1993)SOCIAL CONTEXT OF PERFORMANCE…The Current State of Performance Appraisal Research and Practice: Concerns, Directions, and Implications (1992)The Current State of Performa…The criterion problem: 1917-1992. (1992)The criterion problem: 1917-1…Pay for performance: evaluating performance appraisal and merit pay (1991)Pay for performance: evaluati…Personality Structure: Emergence of the Five-Factor Model (1990)Personality Structure: Emerge…Accountability forces in performance appraisal (1990)Accountability forces in perf…A conditional approach to dispositional constructs: The local predictability of social behavior. (1987)A conditional approach to dis…Affect and appraisal accuracy: Liking as an integral dimension in evaluating performance. (1986)Affect and appraisal accuracy…Performance appraisal : assessing human behavior at work (1984)Performance appraisal : asses…Rating the ratings: Assessing the psychometric quality of rating data. (1980)Rating the ratings: Assessing…Transmission of positive and negative feedback to subordinates: A laboratory investigation. (1979)Transmission of positive and …The Role of Calibration Committees in Subjective Performance Evaluation Systems (2018)The Role of Calibration Commi…A cognitive map of sustainable decision-making in entrepreneurship (2017)A cognitive map of sustainabl…Subjective performance evaluations and employee careers (2016)Subjective performance evalua…Performance appraisals and job satisfaction (2016)Performance appraisals and jo…Rater Rating-Level Bias and Accuracy in Performance Appraisals: The Impact OF Rater Personality, Performance Management Competence, and Rater Accountability (2015)Rater Rating-Level Bias and A…Reconsidering the accuracy of follower leadership ratings (2014)Reconsidering the accuracy of…Performance evaluation inflation and compression (2012)Performance evaluation inflat…Performance Appraisals and the Impact of Forced Distribution—An Experimental Investigation (2012)Performance Appraisals and th…Impact of rater personality on transformational and transactional leadership ratings (2012)Impact of rater personality o…An Examination of Whether and How Racial and Gender Biases Influence Customer Satisfaction (2010)An Examination of Whether and…The impact of non‐performance information on ratings of job performance: A policy‐capturing approach (2009)The impact of non‐performance…Subjectivity in the Appraisal Process: A Facilitator of Gender Bias in Work Settings (2007)Subjectivity in the Appraisal…Cognitive Moral Development and the Impact of Perceived Organizational Ethical Climate on the Search for Sales Force Excellence: A Cross-Cultural Study (2006)Cognitive Moral Development a…Advances in the Science of Performance Appraisal: Implications for Practice (2006)Advances in the Science of Pe…Applying fuzzy logic to personnel assessment: a case study (2001)Applying fuzzy logic to perso…Conscientiousness and agreeableness as predictors of rating leniency. (2000)Conscientiousness and agreeab…A constant error in psychological ratings. (1920)Statistical principles in experimental design. (1962)Intraclass correlations: Uses in assessing rater reliability. (1979)PROJECT A VALIDITY RESULTS: THE RELATIONSHIP BETWEEN PREDICTOR AND CRITERION DOMAINS (1990)Detecting and measuring rater effects using many-facet Rasch measurement: Part II. (2003)Construct validity in psychological tests. (1955)Handbook of Industrial and Organizational Psychology. (1977)Structural Equations with Latent Variables. (1991)A Meta‐Analysis to Review Organizational Outcomes Related to Charismatic Leadership (2000)Accomplishment in science, technology, engineering, and mathematics (STEM) and its relation to STEM educational dose: A 25-year longitudinal study. (2010)A Meta-Analysis on the Effects of Service-Learning on the Social, Personal, and Cognitive Outcomes of Learning (2012)Effects of externally mediated rewards on intrinsic motivation. 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(2005)Work and motivation (1964)Out of the Crisis (1982)Research in Organizational Behavior (1984)BRINGING THE INDIVIDUAL BACK IN: A STRUCTURAL ANALYSIS OF THE INTERNAL MARKET FOR REPUTATION IN ORGANIZATIONS. (1994)Emotional Intelligence, Cognitive Intelligence, and Job Performance (2006)The Paradox of Meritocracy in Organizations (2010)The Measurement of Meaning (1957)THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META‐ANALYSIS (1991)An Introduction to the Five‐Factor Model and Its Applications (1992)The development of markers for the Big-Five factor structure. (1992)Structural Equations with Latent Variables (1989)Awakening employee creativity: The role of leader emotional intelligence (2003)Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation (2006)Predictors of Abusive Supervision: Supervisor Perceptions of Deep-Level Dissimilarity, Relationship Conflict, and Subordinate Performance (2011)Assessing Affirmative ActionPerforming for Pay? The Effects of ‘Merit Pay’ on Motivation in a Public Service (1994)Flight to the future : human factors in air traffic control (1997)TARGET ARTICLE: Does the Positive Psychology Movement Have Legs? (2003)The Architecture of Personality. (2004)Towards a balanced social psychology: Causes, consequences, and cures for the problem-seeking approach to social behavior and cognition (2004)The Influence of Relational Demography and Guanxi: The Chinese Case (1998)Handbook of Industrial, Work & Organizational Psychology (2001)
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References

  • 1990Personality Structure: Emergence of the Five-Factor Model6,442 cited
  • 1984Performance appraisal : assessing human behavior at work622 cited
  • 1980Rating the ratings: Assessing the psychometric quality of rating data.545 cited
  • 1993SOCIAL CONTEXT OF PERFORMANCE EVALUATION DECISIONS.544 cited
  • 1992The Current State of Performance Appraisal Research and Practice: Concerns, Directions, and Implications505 cited
  • 1987A conditional approach to dispositional constructs: The local predictability of social behavior.420 cited
  • 1992The criterion problem: 1917-1992.403 cited
  • 1991Pay for performance: evaluating performance appraisal and merit pay303 cited
  • 1986Affect and appraisal accuracy: Liking as an integral dimension in evaluating performance.277 cited
  • 1979Transmission of positive and negative feedback to subordinates: A laboratory investigation.232 cited
  • 1990Accountability forces in performance appraisal192 cited

Cited by

  • 2000Conscientiousness and agreeableness as predictors of rating leniency.201 cited
  • 2016Performance appraisals and job satisfaction191 cited
  • 2010An Examination of Whether and How Racial and Gender Biases Influence Customer Satisfaction153 cited

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2014
Reconsidering the accuracy of follower leadership ratings
128 cited
  • 2012Performance Appraisals and the Impact of Forced Distribution—An Experimental Investigation113 cited
  • 2012Impact of rater personality on transformational and transactional leadership ratings96 cited
  • 2017A cognitive map of sustainable decision-making in entrepreneurship92 cited
  • 2016Subjective performance evaluations and employee careers90 cited
  • 2012Performance evaluation inflation and compression86 cited
  • 2015Rater Rating-Level Bias and Accuracy in Performance Appraisals: The Impact OF Rater Personality, Performance Management Competence, and Rater Accountability84 cited
  • 2001Applying fuzzy logic to personnel assessment: a case study75 cited
  • 2006Cognitive Moral Development and the Impact of Perceived Organizational Ethical Climate on the Search for Sales Force Excellence: A Cross-Cultural Study73 cited
  • 2006Advances in the Science of Performance Appraisal: Implications for Practice66 cited
  • 2009The impact of non‐performance information on ratings of job performance: A policy‐capturing approach65 cited
  • 2018The Role of Calibration Committees in Subjective Performance Evaluation Systems59 cited
  • 2007Subjectivity in the Appraisal Process: A Facilitator of Gender Bias in Work Settings59 cited