Effects of task performance, helping, voice, and organizational loyalty on performance appraisal ratings

Despite the fact that several studies have investigated the relationship between organizational citizenship behavior and performance appraisal ratings, the vast majority of these studies have been cross-sectional, correlational investigations conducted in organizational settings that do not allow researchers to establish the causal nature of this relationship. To address this lack of knowledge regarding causality, the authors conducted 2 studies designed to investigate the effects of task performance, helping behavior, voice, and organizational loyalty on performance appraisal evaluations. Findings demonstrated that each of these forms of behavior has significant effects on performance evaluation decisions and suggest that additional attention should be directed at both voice and organizational loyalty as important forms of citizenship behavior aimed at the organization.     

Evaluating dynamic performance: the influence of salient Gestalt characteristics on performance ratings

It is well recognized that performance changes over time. However, the effect of these changes on overall assessments of performance is largely unknown. In a laboratory experiment, we examined the influence of salient Gestalt characteristics of a dynamic performance profile on supervisory ratings. We manipulated performance trend (flat, linear-improving, linear-deteriorating, U-shaped, and inverted U-shaped), performance variation (small, large), and performance mean (negative, zero, positive) within subjects and display format (graphic, tabular) between subjects. Participants received and evaluated information about the weekly performance of different employees over a simulated 26-week period. Results showed strong main effects on performance ratings of both performance mean and performance trend, as well as interactions with display format. Theoretical and practical implications of the results are discussed.     

Interrater reliability and agreement of performance ratings: A methodological comparison

This paper demonstrates and compares methods for estimating the interrater reliability and interrater agreement of performance ratings. These methods can be used by applied researchers to investigate the quality of ratings gathered, for example, as criteria for a validity study, or as performance measures for selection or promotional purposes. While estimates of interrater reliability are frequently used for these purposes, indices of interrater agreement appear to be rarely reported for performance ratings. A recommended index of interrater agreement, theT index (Tinsley & Weiss, 1975), is compared to four methods of estimating interrater reliability (Pearsonr, coefficient alpha, mean correlation between raters, and intraclass correlation). Subordinate and superior ratings of the performance of 100 managers were used in these analyses. The results indicated that, in general, interrater agreement and reliability among subordinates were fairly high. Interrater agreement between subordinates and superiors was moderately high; however, interrater reliability between these two rating sources was very low. The results demonstrate that interrater agreement and reliability are distinct indices and that both should be reported. Reasons are discussed as to why interrater reliability should not be reported alone.This paper is based, in part, on a thesis submitted to East Carolina University by the second author. Portions of this study were presented at the American Psychological Association meeting in New Orleans, LA, August, 1989. The authors would like to thank Michael Campion and two anonymous reviewers for their comments on earlier drafts of this paper.     

Male and female managers' ability to read emotions: Relationships with supervisor's performance ratings and subordinates' satisfaction ratings

The present study examines the direct and indirect effect of managers' accuracy in ‘reading’ non‐verbal emotional expressions and their supervisors' performance ratings and subordinates' satisfaction with the manager. Data from working managers and their supervisors and subordinates were used to test the study's hypotheses. Although managers' accuracy was not directly related to others' ratings, a significant interactive effect was found: Female but not male managers who more accurately perceived non‐verbal emotional expressions received higher performance ratings from their supervisor and higher satisfaction ratings from their subordinates, perhaps due to gender stereotypes prescribing emotional sensitivity to female managers. Furthermore, how managers used emotional information to enhance subordinates' satisfaction varied for female and male managers. Results suggested that male managers who were more accurate at emotion perception received higher satisfaction ratings if they used the information to be more persuasive, whereas more emotionally perceptive female managers received higher satisfaction ratings when they demonstrated more supportiveness.     

Presentation modality and indirect performance information: effects on ratings,reactions, and memory

The authors investigated whether raters integrate indirect (second-hand) information from an employee's co-worker with their direct observations when completing performance evaluations. Performance levels of direct and indirect information and presentation modality (auditory vs. textual) were manipulated (N = 220). Results showed that indirect information was perceived to be of highest utility when the performance levels of the direct and indirect information were consistent. Confidence in performance ratings was lowest when the indirect source delivered negative performance feedback that was contrary to the rater's own positive observations. Indirect information was only reflected in the performance ratings when direct observations were positive. There was a significant 3-way interaction between performance level of the direct information, performance level of the indirect information, and presentation modality on memory for performance incidents.     

The effect of dimension content on observation and ratings of job performance

Recent theory and research in the performance appraisal area (e.g., Denisi, Cafferty, & Meglino, 1984; Feldman, 1986; Ilgen & Feldman, 1983; Williams, Denisi, & Blencoe, 1985) have suggested that providing information regarding the performance dimension to be rated will cause raters to select appropriate observational schemata and, as a result, produce higher quality ratings. A study was conducted to determine if giving raters dimension-relevant information prior to performance observation would affect their attention processes and rating quality. Prior to watching a videotape of an instructor giving a lecture, 156 subjects were given either: 1) correct information, 2) incorrect information, or 3) no information regarding dimensions of performance they would subsequently be asked to rate. The results indicated that giving prior information regarding dimension content affected subjects' attention processes. Further, raters receiving no information and those receiving misinformation prior to performance observation produced less accurate ratings compared to expert raters. Ratings produced by subjects receiving correct information did not differ significantly from experts' ratings. These results are discussed in terms of both their practical and theoretical implications.     

An investigation of factors influencing accountability and performance ratings

The authors explored whether accountability has implications for performance ratings and investigated factors that may influence both accountability and performance ratings. Specifically, they investigated (a) whether feelings of accountability are directly related to performance ratings, (b) whether experimental manipulations that have been proposed to manipulate accountability in fact do so, and (c) the role of motivation-related constructs. They developed and tested a model of factors proposed to influence accountability and performance ratings. Results from 334 raters in an upward feedback situation in a classroom context provide empirical support that feelings of accountability influence rating level, as do perceptions of anonymity and the importance raters place on their jobs. However, neither anonymity nor importance perceptions were related to feelings of accountability.     

Effects of monotonous stimulation on cortical alertness in fast and slow habituation groups

The present study investigated cortical alertness in Ss displaying fast and slow habituation of the evoked skin conductance response (SCR). From Sokolov's statement (Perception and the conditioned reflex, 1963, Pergamon) that the final stage of habituation is sleep, it was predicted that during monotonous stimulation, Ss displaying rapid habituation of the evoked SCR would show a more rapid decline in cortical alertness than Ss displaying slow habituation. Quantified EEG and electrodermal measures of cortical alertness were obtained from fast and slow habituation groups tested under conditions of either repetitive auditory stimulation or reduced sensory input. The results indicated that 8–13 Hz EEG abundance declined more rapidly in fast than in the slow habituation groups under both conditions of monotonous stimulation. No differences were obtained for the lower EEG frequencies (4–8 and 2–4 Hz) or for tonic electrodermal measures.     

The interactive effect of leader-member exchange and communication frequency on performance ratings

The authors tested the hypothesis that communication frequency moderates the relationship between leader-member exchange (LMX) and job-performance ratings. In a study of 188 private sector workers, they found that LMX was more strongly related to job-performance ratings among individuals reporting frequent communication with the supervisor than among those reporting infrequent communication. At high levels of LMX, workers reporting frequent communication with the supervisor received more favorable job-performance ratings than did workers reporting infrequent communication. In contrast, at low levels of LMX, workers reporting frequent communication with the supervisor received less favorable job-performance ratings than workers reporting infrequent communication. The authors conducted a 2nd study of 153 public sector workers to provide a constructive replication and found similar results.     

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%.     

Effects of salience and time pressure on ratings of social causality

A model is proposed to account for the effects of a target person's salience on judgments of that target. It is argued that salience leads to more extreme inferences in the direction implied by prior knowledge that is relevant to the judgment. This knowledge may include both specific information about the target being rated and general information about the class of stimuli to which the target belongs. Two experiments supported these hypotheses. When subjects were under time pressure to make judgments of a target person's influence in a social situation, their judgments increased with the salience of the target when they had prior knowledge that the target was generally high in social influence. However, their judgments decreased with the target's salience when subjects had prior knowledge that the target was generally low in social influence. When subjects were given ample time to make their judgments, however, the effects of target salience were attenuated. Possible implications of these findings for prior research on salience effects are discussed.     

Extended network learning error: A new way of conceptualising chronic fatigue syndrome

Abstract

The cause of chronic fatigue syndrome (CFS) is controversial: psychological, hypothalamic and immune mechanisms have been proposed as well as the possibility of some form of interaction between these mechanisms. Patients' own conceptual models vary and sometimes adversely affect self-management. This paper suggests an interactional way of conceptualising CFS using developments in complexity theory (networks, parallel processing or connectionism). I propose that the neurological, immune and endocrine systems are pan of a single, self-regulatory, extended brain-body network. Furthermore, that CFS is caused by self-organisational change in this extended network created by normally adaptive error-sensitive learning rules that malfunction when physiological and psychological challenges coincide. This psychoneuroimniunoendocrinological model shows how previously proposed mechanisms could interact to cause CFS. explains the heterogeneity of the presentation of the disease, and provides a conceptual model that may be acceptable to patients but is also consistent with effective self-management.     

Effects of expectations about evaluation and peer recommendations on students' ratings

Previous research on consumer satisfaction suggests that the anticipation of providing a later evaluation leads to more negative appraisals. Within the context of higher education, the current experiment focused on the evaluation of a presentation and its presenter. College students (35 men, 59 women) were randomly assigned to six conditions regarding evaluative expectations and peer recommendations. Students watched a brief video of a lecture on an educational topic and then evaluated the speaker and presentation. Anticipation of providing evaluations did not influence the subsequent evaluations; however, peers' positive recommendations led to more positive evaluations whereas negative recommendations led to more negative evaluations.     

False autonomic feedback: Effects of attention to feedback on ratings of erotic stimuli

This study examines the roles played by sound track type, attention to sound track, and meaning of sound track in mediating the effects of false autonomic feedback on attractiveness ratings of erotic stimuli. Male subjects were instructed either to ignore or to pay attention to a pulsed or continuous sound track that was described either as heart-rate feedback or as a neutral auditory stimulus while slides of nude females were shown. Slides associated with a change in either the pulsed sound track or the continuous-tone sound track (increase slides) were subsequently rated as significantly more attractive than those associated with steady sound (stable slides). This effect was contingent on the meaning given to the auditory stimuli, with subjects in the heart-rate condition showing a stronger tendency to rate increase slides more positively than stable slides, by comparison with subjects in the neutral sounds condition. Within the heart-rate condition, subjects told to pay attention to the feedback showed greater rating differences between these two types of slide than those told to ignore it. This pattern of findings contrasts with those of an earlier experiment (Parkinson & Manstead, 1981), where differential unpleasantness ratings of slides of skin diseases depended on the attention paid to the sound track but not on its meaning. It is concluded that the effects of false autonomic feedback are contingent upon the kind of emotional stimuli that are presented.This article is based on research supported by the Economic and Social Research Council (UK). We gratefully acknowledge the assistance of Andrew Gregory, who was responsible for the computer program used in generating the sound track, and we would like to thank the anonymous reviewers for their comments on a previous version of this paper.