The effects of interrater and self-other agreement on performance improvement following upward feedback

被引:62
作者
Johnson, JW
Ferstl, KL
机构
[1] Personnel Decis Res Inst, Minneapolis, MN 55414 USA
[2] Univ Minnesota, Minneapolis, MN 55455 USA
关键词
D O I
10.1111/j.1744-6570.1999.tb00162.x
中图分类号
B849 [应用心理学];
学科分类号
040203 ;
摘要
This study investigated (a) whether performance improvement following upward feedback is related to self-other rating discrepancies, (b)how self-ratings change after feedback, and (c) whether agreement among raters influences performance improvement. Self-ratings and subordinate ratings were collected from 1,888 managers at 2 points in time 1 year apart. Using polynomial regression equations, we determined that managers who overrated themselves relative to how others rated them tended to improve their performance from 1 year to the next, and underraters tended to decline. This is consistent with what would be predicted by self-consistency theory (Korman, 1976). Self-ratings tended to decrease for overraters and increase for underraters, but this effect was not constant throughout the range of self-ratings. Agreement among subordinate raters was negatively related to performance improvement, but this is likely a reflection of differential regression to the mean.
引用
收藏
页码:271 / 303
页数:33
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