Worker estimation of ability requirements of their jobs

A modified version of the Minnesota Job Requirements Questionnaire (MJRQ), representing the GATB aptitudes, was used by workers in 11 selected jobs to rate the ability requirements of their jobs. Worker MJRQ ratings were compared with supervisor MJRQ ratings. Modified Occupational Ability Patterns (OAPs) derived from worker ratings were compared with OAPs based on supervisor ratings, OAPs from expert ratings in the DOT, and OAPs from the empirical GATB approach. Reliability of worker MJRQ ratings was comparable to that of supervisor ratings. Comparisons of mean ratings and variability of ratings of workers in a job category with workers in other jobs, and with supervisors rating the same job, showed construct validity for worker MJRQ ratings, as did intercorrelations of the worker ratings. OAPs derived from worker MJRQ ratings compared favorably with OAPs derived from supervisor MJRQ ratings, from the DOT, and from the GATB. Differences among workers on variables such as satisfaction, age and tenure did not significantly affect their MJRQ ratings. Implications of the worker MJRQ ratings are discussed.     

Agreement of adolescent ratings with mother ratings and teacher ratings of ADHD symptom groups: A correlated trait-correlated method minus one analysis

This study examined the level of agreement of adolescent ratings with mother ratings, and adolescent ratings with teacher ratings of the inattention (IA) and hyperactivity/impulsivity (HI) symptom groups of ADHD. A total of 214 adolescents provided self-ratings of IA and HI, and their IA and HI were also rated by their mothers and teachers. The correlated trait-correlated method minus one model was applied, with adolescent ratings as the reference method, and the other two ratings as the non-reference methods. The findings indicated no additional variance in adolescent ratings for IA and HI that could not be accounted by mother ratings of IA and HI, respectively. In contrast, there was additional variance in adolescent ratings for IA and HI that could was not accounted by teacher ratings of IA and HI, respectively. The findings suggest that when diagnosing ADHD in adolescents, their reports of their own ADHD behaviors are not needed when mother reports of such behaviors are used.     

Behavioral and sociocognitive correlates of ratings of prosocial behavior and sociometric status

Although peers' and teachers' evaluations of children's prosocial behavior and peers' sociometric ratings frequently have been used in studies of social development, the validity of young children's ratings of others has been questioned, as has that for teachers' ratings of prosocial behavior. In this study, preschoolers' ratings of peers' sociometric status and prosocial behavior, as well as teachers' ratings of children's prosocial dispositions, were obtained. These were correlated with children's naturally occurring prosocial or social behavior; ratings of prosocial behavior also were correlated with children's prosocial moral reasoning and prosocial self-attributions. Peers' sociometric ratings were positively related to children's sociability whereas prosocial ratings were related to helping (but not sharing) behavior. Teachers' ratings of prosocial behavior were not related to frequency of prosocial behaviors, but were positively related to developmentally mature moral judgments and self-reported motives.     

Meaningfulness values of words: relation to concreteness, imagery, emotionality, and interest.

We estimated that, contrary to previous studies, there was a positive correlation between ratings of meaningfulness and of emotionality of words. The correlation was .36 between ratings of meaningfulness and emotionality obtained by Campos and González but .03 with ratings obtained in 1990 by Campos. Hypothesized positive correlations for ratings of meaningfulness with ratings of concreteness, imagery, and interest were significant.     

Self-Ratings of Personality: A Naturalistic Comparison of Normative, Ipsative, and Idiothetic Standards

ABSTRACT The purpose of this research is to examine some of the implicit standards that individuals may use when they rate themselves on personality dimensions Specifically, we compared ratings based on instructions that specified normative, ipsative, or idiothetic creteria with ratings obtained when subjects used their own (implicit) standards In a series of three studies, we found that each of the explicit ratings was highly similar to the implicit-standard ratings and that there were substantial individual differences in the relative similarity of each of the explicit ratings to the implicit ratings However, because the normative instructions elicited less extreme responses than any of the other instructions, there was a small but consistent tendency for them to be less similar to the ratings based on implicit standards than the ipsative or idiothetic ratings The implications of this research for personality assessment and self-evaluation are discussed     

Factors Influencing the Inflation of Task Performance Ratings for Workers With Disabilities and Contextual Performance Ratings for Their Coworkers

Contrary to many myths regarding their potential performance, workers with disabilities generally receive performance ratings similar to their nondisabled coworkers. However, their ratings possibly may be inflated above their actual performance levels. In a laboratory experiment, we constrained the performance of a worker with a disability to an extremely low level and assessed the effects of helping behavior, presence and type of disability in the worker, and the perceived attributions of controllability of the disability on task performance ratings for the workers with disabilities and on contextual performance ratings for their coworkers. We found that the perception that a worker is not responsible for the onset of a disability and that having any disability, regardless of type, artificially inflates task performance ratings. We also found inflated contextual performance ratings for coworkers who work with persons who are perceived as being responsible for the onset of their own disability.     

Comparing the Psychometric Characteristics of Ratings of Face‐to‐Face and Videotaped Structured Interviews

Videotaped interviews are used for both research and for making selection decisions in organizations. However, little research has examined the extent to which the psychometric characteristics of ratings of videotaped interviews are comparable with those of ratings made on the basis of face‐to‐face (FTF) interviews. Within a simulated selection setting, we compared ratings of interviewers who conducted FTF structured interviews to ratings of interviewers who viewed videotapes of those interviews. Results revealed that FTF ratings were significantly higher than video ratings of the same interviewees. We also found that the two sets of interviewers rated the relative performance of interviewees differently. For example, the correlation between FTF and video ratings (r=.31) was significantly smaller than the correlation between ratings of interviewers who conducted FTF panel interviews with the same interviewees (r=.73). Overall results suggest that researchers and practitioners should be cautious about generalizing research findings and selection decisions made on the basis of videotaped interviews to FTF interviews.     

Behavior Ratings and Observations of Externalizing Symptoms in Girls: The Role of Child Popularity with Adults

This study examined staff ratings and live observations of externalizing behavior in 149 girls with and without attention-deficit/hyperactivity disorder (ADHD), who participated in all-female naturalistic research camps. Girls' popularity with adult camp staff was hypothesized to explain discrepancies between ratings and observations. Compared to behavior observations, staff ratings overestimated the externalizing behavior of girls who were disliked by staff. In contrast, ratings and observations were consistent for girls who were liked by staff. Among girls who were disliked by staff, unpopularity with peers predicted a larger discrepancy between staff ratings and observations, but peer status made little difference in rating–observation discrepancies of girls liked by staff. All results held after controlling for the participants' ADHD versus comparison status. Results suggest that staff ratings may be biased by personal feelings about children and that direct observations may be more immune to such bias.     

任职者任务绩效水平对其工作分析结果的影响

在控制了个体人口统计学变量和排除组织水平变量的影响下,探讨了电厂设计和编辑两个职位任职者的任务绩效水平对于他们Occupational Information Network (以下缩写为O*NET)工作分析问卷评价结果的影响。层次回归结果发现,控制了相关因素后,发电厂设计人员的任务绩效水平能显著影响其对技术性技能的水平评价,编辑的任务绩效水平能显著影响信息处理的重要性评价和水平评价,在一定程度上证实了“工作分析结果差异来源于真实差异”的理论     

A Meta-Analysis of the Relationship Between Rater Liking and Performance Ratings

This meta-analysis reviewed the magnitude and moderators of the relationship between rater liking and performance ratings. The results revealed substantial overlap between rater liking and performance ratings (ρ = .77). Although this relationship is often interpreted as indicative of bias, we review studies that indicate that to some extent the relationship between liking and performance ratings potentially reflects “true” differences in ratee performance. Moderator analyses indicated that the relationship between liking and performance ratings was weaker for ratings of organizational citizenship behaviors, ratings made by peer raters, ratings in nonsales jobs, and ratings made for development; however, the relationship was strong across moderator levels, underscoring the robustness of this relationship. Implications for the interpretation of performance ratings are discussed.     

Supervisor estimation of abilities required in jobs

The Minnesota Job Requirements Questionnaire (MJRQ) was developed and administered to supervisors of 11 selected jobs who rated the ability requirements of the job they supervised. The MJRQ represented each of nine GATB aptitudes by five items in a Likert-type format. MJRQ ratings were compared with expert ratings in the Dictionary of Occupational Titles (DOT) and Occupational Ability Patterns (OAPs) derived from administration of the General Aptitude Test Battery (GATB). Reliability of MJRQ ratings was shown by high Hoyt reliability coefficients. Comparison of mean ratings and variabilities of ratings by supervisors in a job showed construct validity for the MJRQ approach, as did intercorrelations of MJRQ ratings. OAPs derived from the MJRQ compared favorably with those derived from the GATB and DOT, showing promise for the parsimonious MJRQ approach to the development of OAPs.     

I’m lonely,can’t you tell? Convergent validity of self- and informant ratings of loneliness

To what degree do self-ratings of loneliness converge with informant ratings? In this study, we obtained self-ratings of loneliness from 463 young adults and informant ratings from their parents, friends, and romantic partners. Convergence among these ratings was estimated using structural equation models for multitrait-multimethod data and compared to self-informant convergence of life-satisfaction ratings. Self- and informant ratings were moderately correlated and comparable to self-informant correlations obtained for life satisfaction. Romantic partners were more accurate in their judgments than both friends and parents, who did not differ significantly from each other in terms of accuracy. Together, these findings indicate that informant ratings of loneliness can be used as valid indicators of loneliness in applied contexts and in future research.     

Self–Observer Rating Discrepancies of Managers in Asia: A study of derailment characteristics and behaviors in Southern and Confucian Asia

Antecedents to self–observer rating discrepancies in multisource instruments have been established at the individual and organizational level. However, research examining cultural antecedents is limited, which is particularly relevant as multisource instruments gain popularity around the world. We investigated multisource ratings of 860 Asian managers from the regions of Southern Asia (n=261) and Confucian Asia (n=599) and analyzed cultural differences in self–observer rating discrepancies. Multivariate regression procedures revealed that the self–observer rating discrepancy was wider for managers from Southern Asia as compared with Confucian Asia. The reason for the discrepancy was driven by managers' self‐ratings being different across cultures than by observer ratings from managers' bosses, direct reports, or peers; the predictor is related to self‐ratings not observer ratings, producing differential self–observer ratings due to self‐ratings. We discuss cultural differences in self‐ and observer ratings within Asia and provide implications for the practice of multisource assessments.     

Book Review

Performance-based measures and ratings of executive functions were examined in a sample of adolescents with attention deficit/hyperactivity disorder (ADHD) and comparison controls. Performance-based measures of executive function included inhibition, working memory, set shifting, and planning, and ratings of these same executive functions were completed by parents and teachers. Adolescents with ADHD demonstrated lower executive function performance than controls and displayed elevated ratings on the executive function ratings by parents and teachers. Significant associations were obtained between the performance-based measures and the parent and teacher ratings, but each measure was not uniquely associated with its respective scale on the rating scales. When performance-based measures and ratings were examined as predictors of ADHD status, the parent and teacher ratings entered as significant predictors of ADHD status. Further commonality analyses indicated that performance-based measures accounted for little unique variance in predicting ADHD status and also displayed little overlap with the behavioral ratings. These findings highlight the diagnostic utility of behavioral ratings of executive function in predicting ADHD status; however, behavioral ratings should not be assumed to be a proxy for performance on measures of executive function in clinical practice.     

Estimated age of acquisition norms for 834 Portuguese nouns and their relation with other psycholinguistic variables

The main objective of this study is to report rated age of acquisition (AoA) norms for 834 nouns in Portuguese (European). AoA ratings were collected on a 7 point scale, generally following Gilhooly and Logie (1980) procedure with an 8 extra point for "don't know the word" answers. Results were analyzed considering AoA ratings and their standard deviations and considering the relationship between AoA ratings and other psycholinguistic variables (imageability, familiarity, written word frequency, concreteness, number of syllables and number of words). AoA ratings and their standard deviations were significantly and positively correlated, with early acquired word ratings showing higher agreement. Correlation and multiple regression analyses confirmed the major contribution of imageability and familiarity to AoA ratings obtained in other languages. The full database of AoA ratings and other psycholinguistic variables may be downloaded from www.psychonomic.org/archive or www.fpce.ul.pt/pessoal/ulfpfred/aoa.htm.     

Nuisance parameters in the assessment of noncognitive manifestations of dementia.

Measures of noncognitive disturbances in dementia typically rely on ratings by informants. In this study, method variance in measures of affect, behavior, and functional competence was evaluated by comparing ratings from 2 types of informants (spouse vs. child) in patients with probable Alzheimer's disease. No differences were observed on 5 variables; for 2 measures of behavior disturbance and 1 measure of functional disability, ratings obtained from child informants were significantly higher than spouse ratings for patients at comparable levels of dementia severity. Although the effect of the rater dimension was relatively small and selective, the findings suggest the need for further research on potential sources of bias in the ratings of noncognitive features of the dementia syndrome.     

Familiarity breeds attraction: effects of exposure on the attractiveness of typical and distinctive faces

Several studies have shown that facial attractiveness is positively correlated with both familiarity and typicality. Here we manipulated the familiarity of typical and distinctive faces to measure the effect on attractiveness. In our first experiment, we collected ratings of attractiveness, distinctiveness, and familiarity using three different groups of participants. Our stimuli included 84 images of female faces, presented in a full-face view. We replicated the finding that attractiveness ratings negatively correlate with distinctiveness ratings. In addition, we showed that attractiveness ratings were positively correlated with familiarity ratings. In our second experiment, we demonstrated that increasing exposure to faces increases their attractiveness, although there was no differential effect of exposure on typical and distinctive faces. Our results suggest that episodic familiarity affects attractiveness ratings independently of general or structural familiarity. The implications of our findings for the 'face-space' model are discussed.     

Social Networking Websites,Personality Ratings,and the Organizational Context: More Than Meets the Eye?1

We examined the psychometric properties of the Big Five personality traits assessed through social networking profiles in 2 studies consisting of 274 and 244 social networking website (SNW) users. First, SNW ratings demonstrated sufficient interrater reliability and internal consistency. Second, ratings via SNWs demonstrated convergent validity with self‐ratings of the Big Five traits. Third, SNW ratings correlated with job performance, hirability, and academic performance criteria; and the magnitude of these correlations was generally larger than for self‐ratings. Finally, SNW ratings accounted for significant variance in the criterion measures beyond self‐ratings of personality and cognitive ability. We suggest that SNWs may provide useful information for potential use in organizational research and practice, taking into consideration various legal and ethical issues.     

Longitudinal hierarchical linear models of the memory functioning questionnaire

Three hypotheses about the nature of self-rated memory as measured by the Memory Functioning Questionnaire (MFQ; M. J. Gilewski, E. M. Zelinski, & K. W. Schaie, 1990) were tested: that ratings reflect memory performance, that personality traits underlie ratings, and that ratings reflect implicit theories of memory change. Baseline scores and 19 year change slopes for the 4 MFQ factor ratings of a sample of 97 participants aged 30-81 were investigated. There were significant mean declines for all MFQ ratings except Frequency of Forgetting and significant individual differences in slopes for Frequency, Retrospective Functioning, and Mnemonics. Personality predicted baseline Frequency and Seriousness ratings and list and text recall slopes predicted Mnemonics slopes. Different mechanisms may underlie baseline ratings and changes in ratings for different factors.