The Effects of Performance Extremities on Ratings of Dynamic Performance

The impact of performance extremities (peaks and troughs) on performance ratings was unexamined. Based on judgment and decision-making theories, we hypothesized that performance extremities would exert an incremental (beyond performance mean and trend) impact on ratings and that the impact of troughs would exceed that of peaks. We also hypothesized that extremities would exert a greater impact when performance trends were in the opposite direction and when performance information was presented in a graphical rather than tabular display format. We tested these hypotheses via a policy-capturing study in which participants rated employee performance profiles across which extremities, trends, and mean levels were manipulated. The results consistently indicated that performance troughs, but not performance peaks, influenced performance ratings in expected ways.     

Examining creative performance over time using hierarchical linear modeling: An illustration using film directors

Longitudinal performance of 73 film directors are examined using hierarchical linear modeling (HLM). The HLM analyses model intraindividual performance trajectories (i.e., performance change over time) and interindividual differences in the trajectory parameters (i.e., initial status and rate of change in performance). Results reveal that as a group, directors' performance over careers, measured by critics' ratings, can be described using a quadratic trajectory with an increase in ratings following the initial film, followed by an eventual decline in ratings in later films. However, at the intraindividual level, directors differ in their initial status as well as rate of linear change, and some directors follow an accelerating or decelerating performance pattern. These interindividual differences in initial status, direction of change, and rate of change are related to the mean number of films per year directed by the individual. Implications and future research challenges for modeling longitudinal creative performance with HLM are discussed.     

The impact of job complexity and performance measurement on the temporal consistency, stability, and test-retest reliability of employee job performance ratings

Although research has shown that individual job performance changes over time, the extent of such changes is unknown. In this article, the authors define and distinguish between the concepts of temporal consistency, stability, and test-retest reliability when considering individual job performance ratings over time. Furthermore, the authors examine measurement type (i.e., subjective and objective measures) and job complexity in relation to temporal consistency, stability, and test-retest reliability. On the basis of meta-analytic results, the authors found that the test-retest reliability of these ratings ranged from .83 for subjective measures in low-complexity jobs to .50 for objective measures in high-complexity jobs. The stability of these ratings over a 1-year time lag ranged from .85 to .67. The analyses also reveal that correlations between performance measures decreased as the time interval between performance measurements increased, but the estimates approached values greater than zero.     

Driving mental workload and performance of ageing drivers

The World Health Organization stated that the global ageing population is increasing rapidly as well as the case of road accidents involving ageing drivers. This study presents the driving mental workload and performance model of ageing drivers in the context of real-time road driving. Twenty paid participants (ten males) with a mean age of 57.8 years old (SD = 2.7) and mean driving experience of 29.6 years (SD = 8.5) took part in driving experiments with three complexity levels of situation: simple situation (SS), moderately complex situation (MCS), and very complex situation (VCS). The subjective ratings using NASA Task Load Index (NASA-TLX), physiological measure using electroencephalogram, number of traffic violations (NTVs), speed variability, and reaction time of peripheral detection task were measured. The driving experiments reveal the following: (1) The subjective workload ratings on mean physical demand score were the highest. (2) The electroencephalogram results show that situation complexity had significant effects on theta relative power and alpha relative power of two channel locations (3) The highest mean NTVs was in VCS. (4) The mean speed variability in the MCS was significantly lower than that of in the SS and VCS. (5) The maximum reaction time was recorded in VCS while the minimum reaction time was recorded in the MCS. The overall driving performance score regression models were developed based on the strong correlation and linear relationship between mental workload and driving performance elements. The models may benefit as a reference for designers, manufacturers, developers, and policymakers in designing better driving environment for ageing drivers by integrating safety and transportation, thus, optimizing and sustaining the driving performance of ageing drivers.     

The Effect of Information Display Formats on Helicopter Pilots' Target Acquisition and Flying Performance

This study compared three information display formats for presenting tactical instructions to helicopter pilots for locating targets on a situation display. Verbal (text), graphic (symbols), or numeric (digits) instructions were presented for a subsequent target acquisition search task while subjects were either serving as copilot or simultaneously piloting the aircraft. Reaction times (RTs) to acknowledge the instructions were fastest for the numeric format and slowest for the text format. Once the instructions were understood, subjects searched and located the target in a situation display equally well regardless of format. For all formats, piloting performance was adversely affected and mental workload significantly increased while simultaneously performing the target acquisition search task. Practical implications of the findings are discussed.     

AN EXAMINATION OF THE EFFECTS OF AN UPWARD FEEDBACK PROGRAM OVER TIME

Despite the growing popularity of upward feedback programs, there has been very little research on the effects of upward feedback on changes in managerial performance over time. We examined the effects of implementing an upward feedback program in which subordinates' ratings were collected for 238 first-through fifth-level managers in a large corporation at two points in time about 6 months apart. Research questions drawn from goal-setting, control, and social cognition theories guided our investigation of the effects of (a) receiving feedback, (b) completing self-ratings, (c) managers' initial level of performance, and (d) subordinate's familiarity with the manager on changes over time in the level of ratings and reported opportunity to observe managerial behaviors. Ratings were provided on a 33-item behavioral observation scale that focused on areas such as the manager's commitment to quality, communications, support of subordinates (encouraging participation, coaching), and fairness. Based on subordinates' ratings, managers whose initial level of performance was moderate or low improved over the 6-month period, and this improvement could not be attributed solely to regression to the mean. Also, both managers and their subordinates became more likely over time to indicate that the managers had an opportunity to demonstrate behaviors measured by the upward feedback instrument.     

“忠臣”还是“逆臣”？员工建设性越轨行为对主管绩效评价的非线性影响机制

整合社会交换和相似吸引理论,探讨了员工建设性越轨行为对主管绩效评价的过犹不及效应的作用机制和边界条件。实证分析结果表明：建设性越轨与主管绩效评价呈倒U形关系,领导感知的LMX在建设性越轨与主管绩效评价之间的倒U形关系中起完全中介作用,领导的建设性变革责任感在建设性越轨与LMX的倒U形关系中起负向调节作用。     

Effects of Cognitive Feedback Components,Display Format,and Elaboration on Performance

Balzer, Sulsky, Hammer, and Sumner (1992) demonstrated that task information, rather than cognitive information or functional validity information, is the necessary component of cognitive feedback (CFB). We designed a laboratory experiment to replicate the effects of (CFB) components while jointly investigating the impact of CFB display format and CFB elaboration on performance. Undergraduates (N = 323) were each randomly assigned to a single experimental condition in a 4 × 2 × 2 factorial design which manipulated the CFB components (TI, CI, TI + CI, or TI + CI + FVI), CFB display format (alphanumeric or graphic), and CFB elaboration (typical or augmented). The experimental task, procedures, and dependent measures were identical to Balzer et al. (1992). A main effect of CFB components was found, with results replicating the Balzer et al. findings that task information was necessary for improved performance. The main effects of CFB display format and CFB elaboration, as well as their interactions with each other and the CFB components, had little impact on judgment performance or reactions to feedback. Practical implications of the findings are discussed.     

自控速度的平滑滚动引导式和RSVP的文本阅读

考察了在自控速度条件下 ,显示窗口、起始速度和文本显示方式等因素对视频显示终端 (videodisplayter minals,VDT)汉语文本阅读工效的影响。结果发现 :(1)在阅读正确率上 ,VDT文本的平滑滚动引导式优于快速系列视觉呈现 (rapidserialvisualpresentation ,RSVP)方式 ;(2 )阅读速度和阅读理解成绩相互代偿 ,若注重理解正确率 ,宜采用 15 0字 /分的起始速度 ;若兼顾阅读速度 ,宜采用 75 0字 /分的起始速度 ;(3)起始速度、显示窗口和文本显示方式三者共同影响了阅读绩效 ;(4 )机控速度方式的阅读效率优于自控速度方式。     

The effect of coaching interviewees on subsequent interview performance in structured experience‐based interviews

This study investigated the effect of coaching interviewees on subsequent interview performance within a structured experience‐based interview format. Using a post‐test only experimental design, participants (N=144) were assigned to one of three coaching conditions of increasing comprehensiveness: low (introduction‐only training), medium (introduction plus awareness training), and high (introduction plus awareness plus skill training). Results indicated that individuals who participated in more comprehensive coaching ultimately received higher interview ratings. Results also identified interviewee knowledge as a partial mediator of the relationship between coaching comprehensiveness and subsequent interview performance.     

Rater Personality,Rating Format,and Social Context: Implications for Performance Appraisal Ratings

This study investigates the effects of rater personality (Conscientiousness and Agreeableness), rating format (graphic rating scale vs. behavioral checklist), and the rating social context (face‐to‐face feedback vs. no face‐to‐face feedback) on rating elevation of performance ratings. As predicted, raters high on Agreeableness showed more elevated ratings than those low on Agreeableness when they expected to have the face‐to‐face feedback meeting. Furthermore, rating format moderated the relationship between Agreeableness and rating elevation, such that raters high on Agreeableness provided less elevated ratings when using the behavioral checklist than the graphic rating scale, whereas raters low on Agreeableness showed little difference in elevation across different rating formats. Results also suggest that the interactive effects of rater personality, rating format, and social context may depend on the performance level of the ratee. The implications of these findings will be discussed.     

Less is more: Online consumer ratings' format affects purchase intentions and processing

Online customer ratings of products and services are commonplace in e‐commerce; however, the format in which these ratings are presented to consumers can vary. Although not anticipated by classical models of decision making, latter models such as prospect theory and feelings‐as‐information theory suggest that the presentation format of online customer ratings could affect subsequent consumer decision making. In the present research, 3 empirical studies test whether online customer ratings' formats differentially affect consumer purchase intentions. The results offer support for feeling‐as‐information theory and suggest that online ratings presented in a mean (vs. distribution) format result in higher purchase intentions as a result of increased processing fluency. Implications for the presentation of online consumer ratings in e‐commerce, based on these findings, are addressed.     

The roles of location specificity and masking mechanisms in the attentional blink.

In a series of four experiments using rapid serial visual presentations of two target letters embedded in numeral distractors, with different numbers of display positions and with or without masking, we show that (1) the nonmonotonic, U-shaped attentional blink (AB) function, which occurs when all items are presented at the same display location, is eliminated in favor of a monotonic function when targets and distractors are presented randomly dispersed over four or nine adjacent positions; (2) the AB monotonicity is maintained with the spatially distributed presentation even when backward masks are used in all possible stimulus positions and when the location of the next item in sequence is predictable; and (3) the U-shaped AB is not due to position-specific forward or backward masking effects occurring at early levels of visual processing. We tentatively conclude that the U-shaped AB is primarily a function of the interruption of late visual processing produced when the item following the first target occurs at the same location. In order for the AB to severely disrupt performance, the item following the first target must be presented at the same location as the target so that it can serve both as a distractor and as a mask interrupting of interfering with subsequent visual processing.     

Understanding the latent structure of job performance ratings

This study quantified the effects of 5 factors postulated to influence performance ratings: the ratee's general level of performance, the ratee's performance on a specific dimension, the rater's idiosyncratic rating tendencies, the rater's organizational perspective, and random measurement error. Two large data sets, consisting of managers (n = 2,350 and n = 2,142) who received developmental ratings on 3 performance dimensions from 7 raters (2 bosses, 2 peers, 2 subordinates, and self) were used. Results indicated that idiosyncratic rater effects (62% and 53%) accounted for over half of the rating variance in both data sets. The combined effects of general and dimensional ratee performance (21% and 25%) were less than half the size of the idiosyncratic rater effects. Small perspective-related effects were found in boss and subordinate ratings but not in peer ratings. Average random error effects in the 2 data sets were 11% and 18%.     

Rose colored webcam: Discrepancies in personality estimates and interview performance ratings

Companies increasingly use computer-controlled interviews as a less expensive and more efficient way to screen job applicants. Despite these advantages, this interview format may prevent evaluators from accurately judging an applicant’s personality traits, which, in turn, may influence hiring decisions. Two traits in particular, agreeableness and conscientiousness, have been found to predict performance in many occupational settings. In the current research, participants randomly were assigned to either a face-to-face (FTF) or computer-controlled (CC) mock job interview. Interviewees were rated by external observers as higher in conscientiousness and agreeableness when the interview was CC rather than FTF. In addition, observers rated interview performance more positively than did the interviewees themselves – particularly when the interview was CC. Finally, the discrepancy between self and observer judgments of the interviewees’ personality (in terms of agreeableness and conscientiousness) mediated the relation between interview format and the discrepancy between self and observer ratings of interview performance. These findings suggest that CC interviews have the potential to yield overly positive evaluations of interviewees, thereby biasing personality judgments and estimations of ultimate job performance.     

THE RELATIONSHIP BETWEEN SUPERVISORY RATINGS AND RESULTS-ORIENTED MEASURES OF PERFORMANCE: A META-ANALYSIS

A meta-analysis was conducted with 23 studies to assess the relationship between supervisory ratings and results-oriented measures of performance. As hypothesized, the corrected mean correlation was higher when a relative (versus absolute) rating format was used and when a composite (versus overall) rating method was used. These differences did not, however, account for all of the remaining variance around the relationship between ratings and results. Suggestions are offered for the direction of future research and practice.     

The effect of performance trend on performance ratings occurs through observer attributions,but depends on performance variability

Research regarding the influence of dynamic performance characteristics on performance ratings suggests that raters are remarkably susceptible to observed trends in performance over time, such that systematic trends or patterns in performance can have an undue influence on how performance is evaluated. However, research in this domain has not fully explained how dynamic performance characteristics influence performance judgments. Drawing on attribution theory, we introduce a model whereby the impact of dynamic performance characteristics on subsequent performance judgments occurs through attributions for performance. Then, in three experimental studies, we show that dynamic performance characteristics influence attributions for performance, which in turn affect performance ratings.     

Negative post-event processing and decreased self-appraisals of performance following social stress in childhood social anxiety: an experimental study

Cognitive models of social phobia (SP) assume that following social evaluative stress, individuals with SP engage into dysfunctional post-event processing (PEP), a detailed negative review of the past event. While previous research has already shown, that children with high levels of social fears suffer from more frequent negative PEP, it remains unclear how stable PEP is across time in this age group and whether it leads to degraded self-appraisals of performance. Therefore in the present study we exposed a group of high (HSA) and low socially anxious children (LSA; both n = 20), aged 10–12 years, to a social evaluative situation and assessed negative and positive PEP as well as self-rated performance at 2.5 h and one week after the task. Our results revealed that HSA children reported more negative PEP than LSA children, independent of levels of depression. Moreover, negative PEP was related to measures of social anxiety and performance ratings within the tasks. Only the performance ratings in HSA children worsened over the course of the following week and were related to more negative PEP. Thus, these results speak for the high clinical relevance dysfunctional PEP may have for the maintenance of social fears already in childhood.     

The time-line genogram: highlighting temporal aspects of family relationships

The genogram, or family diagram, is an assessment tool widely used by clinicians to study family members and their relationships over several generations. The standard genogram format is limited, however, because it does not show temporal patterns directly. An alternative, the Time-Line Genogram (TLG), which plots time on the vertical axis to display life events and changes in relationships when they actually occurred, highlights temporal aspects of family history that the standard format sometimes obscures.