Starting to Solve the Method Puzzle in Salesperson Self-Report Evaluations

The performance effect is used to explain the significant differences between salespersons’ self-evaluation and supervisors’ ratings of job performance. It is shown that bottom performers overestimate, whereas top salespeople underestimate their performance. Also, results indicate that bottom performers are significantly more inaccurate than top salespeople in their job performance estimation. Finally, results indicate that the relationship between inaccuracy of self-evaluation and job performance is curvilinear. Managerial implications are provided as well as directions for future research and limitations.     

Experiencing affect through site-specific dance

Our embodied experiences of affect, feeling and emotion within the context of site-specific dance are the focus of this article. The specific sites of our dance are designed gardens and our performances are offered within the context of an arts festival. In performing within these gardens, we aim to complement and enhance the site through our embodiment. Both as dancers in, and as audience members of dance, we recognize that affect, feeling and emotion arise during special live performance events. We understand affect as a fluid and relational, collective experience that extends beyond our individual experiences as performers to being shared with and between particular audiences at particular times and places. However, it is often difficult to express these embodied, collective experiences. Drawing on a feminist and phenomenological approach, we offer vignettes of key moments in these performances to illustrate the affective practices in our work. These vignettes draw on moments when we felt we shared an experience with audiences, supported by written responses, recorded anecdotal comments from audience members, and discussions between performers. We conclude by reflecting on how we might offer our community an enhanced emotional experience of the gardens.     

In search of the elusive U-shaped performance-turnover relationship: are high performing Swiss bankers more liable to quit?

This project revisits the perennial debate over the relationship between job performance and turnover. Disputing traditional findings, C. Trevor, B. Gerhart, and J. Boudreau (1997) observed that high and low performers quit more than do average performers. They further challenged received wisdom by showing that promotions can induce turnover, especially among poor performers, by signaling ability. The authors sought to replicate and extend these unconventional findings by exploring curvilinear and moderating effects on the performance-exit relationship among 11,098 Swiss nationals employed in a bank. Survival regression revealed that performance is curvilinearly related to quits and that bonus pay deterred superior performers from leaving more than did pay increases. Further, the average number of job levels advanced per promotion rather than promotion rate increased quit risks. Cultural and organizational moderators of performance-termination associations and effective strategies for retaining top performers are discussed.     

Judgments of the fairness of using performance enhancing drugs

Undergraduates (total N=185) were asked about performance-affecting drugs. Some drugs supposedly affected athletic performance, others memory, and other attention. Some improved performance for anyone who took them, others for the top 10% of performers, others for the bottom 10%, and finally, yet other drugs worked only on the bottom 10% who also showed physical abnormalities. Participants were asked about the fairness of allowing the drug to be used, about banning it, and about whether predictions of future performance based on testing with or without the drug were better. The study found that participants appreciated the "interaction effect," that they felt it was less unfair to allow the drug if it affected the bottom 10% than if it affected everyone, and they were more eager to have the drug banned if it affected everyone. Participants were least tolerant of drugs that affected athletic performance and most tolerant of those that affected attention.     

Illusions of Reality: A History of Deception in Social Psychology (Book)

Undergraduates (total N = 185) were asked about performance-affecting drugs. Some drugs supposedly affected athletic performance, others memory, and others attention. Some improved performance for anyone who took them, others for the top 10% of performers, others for the bottom 10%, and finally, yet other drugs worked only on the bottom 10% who also showed physical abnormalities. Participants were asked about the fairness of allowing the drug to be used, about banning it, and about whether predictions of future performance based on testing with or without the drug were better. The study found that participants appreciated the "interaction effect," that they felt it was less unfair to allow the drug if it affected the bottom 10% than if it affected everyone, and they were more eager to have the drug banned if it affected everyone. Participants were least tolerant of drugs that affected athletic performance and most tolerant of those that affected attention.     

Interindividual differences in alpha and theta power reflect memory performance

Previous research from our laboratory has shown that phasic or event-related changes in alpha and theta band power are related to memory performance. In this study, we test the hypothesis, whether tonic or ‘baseline’ power too is related to memory performance. The ongoing EEG was analyzed for a sample of 60 subjects during five experimental conditions: eyes closed, eyes open, memorizing words and counting backward in steps of 3 and 7. The results show that subjects with good memory performance have significantly larger upper alpha, but less theta and lower alpha power. In contrast to memory, good calculation performers have more beta and theta power than bad performers. These findings were obtained during actual task performance, but in a similar way also during the resting conditions eyes closed and open.     

The relationship between high performance and knowledge about how to master cooperation situations

This paper applies the expertise approach to cooperation settings and examines high performers' knowledge about cooperation situations. We argue that high performers know more about how to address cooperation situations than do moderate performers. Specifically, we assume that they know more about problem analysis, about how to address the task, the cooperation partner and the cooperation partners' task approach. We report findings of two empirical studies in which study participants responded to scenario situations. The first study based on a sample of 39 software professionals showed that high performers were superior with respect to overall knowledge and specific knowledge aspects. The second study based on a sample of 62 engineers partially replicated these findings. High performers' better knowledge of cooperation situations could not be explained by years of experience or perspective taking. However, situation‐specific experiences partially accounted for the relationship between performance level and knowledge. Copyright © 2002 John Wiley & Sons, Ltd.     

Room for advancement: The regulatory fit of bottom‐rank intermediate feedback

This research tests the hypothesis that promotion‐focused individuals experience regulatory fit from bottom rank, intermediate performance‐feedback. Prior research suggests promotion‐focused individuals experience fit in high social ranks (power). Bottom performance ranks may appear psychologically opposite to high power, which might lead one to expect that promotion‐focused individuals experience fit at top ranks. We propose that the opposite occurs in intermediate performance ranking feedback, in that promotion‐focused individuals experience regulatory fit at a bottom rank, because bottom rank implies having something to gain (yielding eagerness), whereas top rank implies having something to lose (yielding vigilance). Study 1 (N = 261) supports the notion that ranks affect eagerness/vigilance. Study 2 (N = 199) extends these findings by examining engagement from regulatory fit.     

Learning to calibrate: Providing standards to improve calibration accuracy for different performance levels

This experimental study explores whether feedback in the form of standards helps students in giving more accurate performance estimates not only on current tasks but also on new, similar tasks and whether performance level influences the effect of standards. We provided 122 first‐year psychology students with seven texts that contained key terms. After reading each text, participants recalled the correct definitions of the key terms and estimated the quality of their recall. Half of the participants subsequently received standards and again estimated their own performance. Results showed that providing standards led to better calibration accuracy, both on current tasks and on new, similar tasks, when standards were not available yet. Furthermore, with or without standards, high performers calibrated better than low performers. However, results showed that especially low performers' calibration accuracy benefitted from receiving standards.     

Equity and Affect: The Effects of Relative Performance and Moods on Resource Allocation

This investigation examined the interactive effects of moods and performance on allocations of reward. Ninety-seven undergraduate students were randomly assigned to six treatment conditions. Mood (happy, neutral, sad) and relative performance (better than competitor, worse than competitor) were factorially combined to produce a 2 x 3 design. It was hypothesized that results consistent with equity theory (performance main effect) and mood research (main effect for mood with happy subjects acting selfishly and sad subjects behaving generously) would be found. Following the inductions, subjects divided 100 raffle tickets between themselves and their competitors. As expected, main effects for mood and performance reached or approached conventional levels of significance. However, these findings were qualified by a significant interaction between mood and performance. In general, moods affected allocations for worse performers but not for better performers. These findings are discussed in terms of the effects moods are believed to have on attentional focus, which is thought to mediate subsequent allocations.     

Anxiety symptom interpretation and performance expectations in high-anxious,low-anxious,defensive high-anxious and repressor individuals

To date, no research has investigated score predictions and anxiety interpretation in high-anxious, low-anxious, defensive high-anxious and repressor individuals. This study examined Eysenck’s (1997) predictions for cognitive biases on future performance expectations in all four groups. This study was conducted in an ecologically-valid sporting environment. Competitive shooters completed the Marlowe–Crowne Social Desirability Scale and the Sport Anxiety Scale prior to a major competition. Percentile splits identified the four defensiveness/anxiety groups. The modified Competitive Sport Anxiety Inventory-2 was used to assess the intensity and direction of anxiety prior to competition. Participants predicted their expected shooting score. The hypothesis that repressors would interpret their anxiety as more facilitative to performance compared to low-anxious individuals was partially supported. Repressors were more optimistic in their performance prediction in contrast to defensive high-anxious performers who, in turn, were more pessimistic compared to the other two groupings. High-anxious performers, contrary to predictions, demonstrated optimism in their future performance. The findings of this study corroborate the theoretical predictions and the evidence from previous studies with sport performers. Future research should continue to investigate the influence of cognitive biases on performance predictions in sporting environments using Weinberger et al.’s classifications.     

Mountain high, valley low: direction-specific effects of articulation on reaching

Representations underpinning action and language overlap and interact very closely. There are bidirectional interactions between word and action comprehension, semantic processing of language, and response selection. This study extends our understanding of the influence of speech on concurrent motor execution. Participants reached-to-grasp the top or bottom of a vertically oriented bar in response to the location of a word on a computer screen (top/bottom). Words were synonyms for "up" or "down", and participants were required to articulate the word during movement. We were particularly interested in the influence of articulated word semantics on the transport component of the reach. Using motion capture to analyse action kinematics, we show that irrespective of reach direction, saying "up" synonyms led to greater height of the hand, while saying "down" synonyms was associated with reduced height. This direction-specific influence of articulation on the spatial parameters of the hand supports the idea that linguistic systems are tightly integrated and influence each other.     

Partisanship,Political Knowledge,and the Dunning‐Kruger Effect

A widely cited finding in social psychology holds that individuals with low levels of competence will judge themselves to be higher achieving than they really are. In the present study, I examine how the so‐called “Dunning‐Kruger effect” conditions citizens' perceptions of political knowledgeability. While low performers on a political knowledge task are expected to engage in overconfident self‐placement and self‐assessment when reflecting on their performance, I also expect the increased salience of partisan identities to exacerbate this phenomenon due to the effects of directional motivated reasoning. Survey experimental results confirm the Dunning‐Kruger effect in the realm of political knowledge. They also show that individuals with moderately low political expertise rate themselves as increasingly politically knowledgeable when partisan identities are made salient. This below‐average group is also likely to rely on partisan source cues to evaluate the political knowledge of peers. In a concluding section, I comment on the meaning of these findings for contemporary debates about rational ignorance, motivated reasoning, and political polarization.     

Self‐ratings in Training Programs: An Examination of Level of Performance and the Effects of Feedback

The level of agreement (mean differences and correlations) between self, peer and training staff ratings were examined in this study. The sample consisted of 545 participants who were undertaking a Royal Australian Airforce officer training program. Consistent with previous research there was strong agreement between training staff and peers and weak agreement between self‐ratings and ratings by others (training staff and peers). Accuracy of ratings was examined by (a) comparing the mean ratings of outstanding, average and below‐average performers; and (b) correlating difference scores with a measure of performance. The findings showed that below‐average performers have a less accurate view of themselves compared to outstanding performers. Finally, we examined the effects of negative feedback on self‐perceptions. The analyses indicated that after receiving negative feedback, average performers adjusted their self‐ratings. Various explanations were proposed together with practical implications for training.     

Mountain high,valley low: Direction-specific effects of articulation on reaching

Representations underpinning action and language overlap and interact very closely. There are bidirectional interactions between word and action comprehension, semantic processing of language, and response selection. This study extends our understanding of the influence of speech on concurrent motor execution. Participants reached-to-grasp the top or bottom of a vertically oriented bar in response to the location of a word on a computer screen (top/bottom). Words were synonyms for “up” or “down”, and participants were required to articulate the word during movement. We were particularly interested in the influence of articulated word semantics on the transport component of the reach. Using motion capture to analyse action kinematics, we show that irrespective of reach direction, saying “up” synonyms led to greater height of the hand, while saying “down” synonyms was associated with reduced height. This direction-specific influence of articulation on the spatial parameters of the hand supports the idea that linguistic systems are tightly integrated and influence each other.     

Differential Effects of Task Performance,Organizational Citizenship Behavior,and Job Complexity on Voluntary Turnover

Purpose

The purpose of this study was to investigate the performance–turnover relationship by considering the effects of task performance and OCBs simultaneously while also examining the moderating effect job complexity has on the relationship between voluntary turnover and each type of performance.

Design/Methodology/Approach

Data were obtained as part of a larger study to validate an employment test, in which actual turnover data and supervisory ratings of job performance were collected for employees in two hospitals (n = 782).

Findings

Task performance exhibited a curvilinear relationship with turnover, while OCB exhibited a negative linear relationship with turnover. Job complexity moderated both of these relationships. For task performance, turnover in high-complexity jobs was greater for low performers but lower for high performers relative to that of employees in low-complexity jobs. For OCB, the negative relationship with turnover was more pronounced in high-complexity jobs.

Implications

Both low- and high-task performers are more likely to turnover, while employees exhibiting high OCBs are less likely to turnover. These results imply that retention strategies are critical for top performers, but especially in high-complexity jobs. Organizations may be able to discourage voluntary turnover by creating conditions that stimulate OCB, particularly in highly complex jobs.

Originality/Value

Most prior performance–turnover relationship research used unidimensional measures of performance, whereas this study included two dimensions of performance and examined this relationship while controlling for one-performance dimension when predicting the other. Furthermore, this study is one of the first studies to suggest that job complexity moderates the performance–turnover relationship.

     

Elite golfers are characterized by psychomotor refinement in cognitive-motor processes

The present study extends the sport neuroscience literature by comparing elite and amateur golfers during golf putting and examining the essential cognitive-motor processes that may contribute to understanding the superior cognitive-motor performance of skilled performers. Twenty elite and 18 amateur golfers were recruited to perform 60 putts while individual EEGs were recorded. Compared with the amateur golfers, the elite golfers were characterized by (1) lower alpha 2 power at Pz and T8 2 s before putt release; (2) lower alpha 2 power at Fz and T8 and lower mu 2 power 1 s before putting; and (3) lower alpha 2 coherence at Fz–T7 and Fz–T8. This suggests that the elite golfers had higher levels of attention to response motor programming and visuospatial attention and less cognitive-motor interference before putting. These findings not only point to the importance of refining brain processes but also specify essential cognitive-motor processes for superior performance in athletes.     

Why the unskilled are unaware: Further explorations of (absent) self-insight among the incompetent

People are typically overly optimistic when evaluating the quality of their performance on social and intellectual tasks. In particular, poor performers grossly overestimate their performances because their incompetence deprives them of the skills needed to recognize their deficits. Five studies demonstrated that poor performers lack insight into their shortcomings even in real world settings and when given incentives to be accurate. An additional meta-analysis showed that it was lack of insight into their own errors (and not mistaken assessments of their peers) that led to overly optimistic estimates among poor performers. Along the way, these studies ruled out recent alternative accounts that have been proposed to explain why poor performers hold such positive impressions of their performance.     

Skilled or unskilled, but still unaware of it: how perceptions of difficulty drive miscalibration in relative comparisons

People are inaccurate judges of how their abilities compare to others'. J. Kruger and D. Dunning (1999, 2002) argued that unskilled performers in particular lack metacognitive insight about their relative performance and disproportionately account for better-than-average effects. The unskilled overestimate their actual percentile of performance, whereas skilled performers more accurately predict theirs. However, not all tasks show this bias. In a series of 12 tasks across 3 studies, the authors show that on moderately difficult tasks, best and worst performers differ very little in accuracy, and on more difficult tasks, best performers are less accurate than worst performers in their judgments. This pattern suggests that judges at all skill levels are subject to similar degrees of error. The authors propose that a noise-plus-bias model of judgment is sufficient to explain the relation between skill level and accuracy of judgments of relative standing.     

Reactions to Different Types of Forced Distribution Performance Evaluation Systems

Purpose  We isolate and describe four key elements that distinguish different forms of forced distribution systems (FDS). These key elements are the consequences for low performers, differentiation of rewards for top performers, frequency of feedback, and comparison group size. We examine how these elements influence respondents’ attraction to FDS. Design/methodology/approach  Undergraduate students (n = 163) completed a policy capturing study designed to determine how these four FDS elements influence their attraction to FDS. We examine the relative importance of these elements that most influence attraction to different FDS, as well as individual attributes (i.e., cognitive ability, gender, and major) that may affect those preferences. Findings  Respondents were most attracted to systems with less stringent treatment of low performers, high differentiation of rewards, frequent feedback and large comparison groups. Consequences for low performers were nearly twice as influential as any other element. Respondents with higher cognitive ability favored high reward differentiation and males were less affected by stringent consequences for low performers. Implications  Before practitioners implement FDS, it would be prudent to consider all four elements examined in this study—with the treatment of low performers being the most salient issue. Future accounts of FDS should clarify the nature of these elements when reporting on FDS. Such precision will be useful in generating a knowledge base on FDS. Originality/value   We add precision to the discussion of FDS by identifying four key elements. This is one of the first studies to examine perceptions of FDS from a ratee perspective.