EFFECTS OF RATEE TASK-PERFORMANCE AND INTERPERSONAL FACTORS ON SUPERVISOR AND PEER PERFORMANCE RATINGS

被引：169

作者：

BORMAN, WC ^{[1
]}

WHITE, LA ^{[1
]}

DORSEY, DW ^{[1
]}

机构：

[1] USA,RES INST,ALEXANDRIA,VA

来源：

JOURNAL OF APPLIED PSYCHOLOGY | 1995年 / 80卷 / 01期

关键词：

D O I：

10.1037/0021-9010.80.1.168

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

The study examines the effects of a wide array of rater-ratee relationship and ratee-characteristic variables on supervisor and peer job-performance ratings. Interpersonal ratings, job performance ratings, and ratee scores on ability, job knowledge, and technical proficiency were available for 493-631 first-tour U.S. Army soldiers. Results of supervisor and peer ratings-path models showed ratee ability, knowledge, and proficiency accounted for 13% of the variance in supervisor performance ratings and 7% for the peer ratings. Among the interpersonal variables, ratee dependability had the strongest effect for both models. Ratee friendliness and likeability had little effect on the performance ratings. inclusion of the interpersonal factors increased the variance accounted for in the ratings to 28% and 19%, respectively. Discussion focuses on the relative contribution of ratee technical and contextual performance to raters' judgments.

引用

页码：168 / 177

页数：10

共 49 条

[31] ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND OBJECTIVE PRODUCTIVITY AS DETERMINANTS OF MANAGERIAL EVALUATIONS OF SALESPERSONS PERFORMANCE [J].