THE EFFECTS OF INTERRATER AND SELF-OTHER AGREEMENT ON PERFORMANCE IMPROVEMENT FOLLOWING UPWARD FEEDBACK

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.     

THE VALIDITY OF A MEASURE OF JOB COMPATIBILITY IN THE PREDICTION OF JOB PERFORMANCE AND TURNOVER OF MOTION PICTURE THEATER PERSONNEL

The predictive validity of a measure of job compatibility was studied for theater personnel. Scores on a forced-choice instrument, developed from the Job Compatibility Questionnaire (JCQ), predicted employee performance (r = .22, p< .05), turnover (r = -.35, p< .01), and scores on a "value composite" (reflecting a combination of job performance and employee retention criteria) as defined by the research sponsor (P = .41, p< .01). Furthermore, job compatibility scores explained a statistically significant increment in turnover and value composite score variance when analyzed concomitantly with verbal and numerical ability test scores. Finally, job compatibility scores were shown to be nonredundant with hiring decisions based on an application review, reference check, and interview, whereas the cognitive ability test scores shared considerable redundancy with hiring decisions based on the current selection system.     

THE ROLE OF LOCUS OF CONTROL IN LEADER INFLUENCE BEHAVIOR1

This study investigated whether the leader's locus of control moderated the relationship between perceived leader influence behaviors and certain subordinate outcome variables. The results showed that locus of control did significantly moderate the effect of supervisor influence on productivity and subordinate satisfaction with supervision. The difference in satisfaction with supervision was more extreme at high levels of subordinate perceived supervisor influence on productivity. Implications for supervisor training are discussed.     

A Validity and Multiple Regression Study of Performance in the GEPI as a Predictor for Performance on the GED

This study attempts to determine the relationship between the subtests of the General Education Performance Index (GEPI) and the revised version of the General Educational Development Test (GED), and reports a technique whereby performance on the GEPI may be used to predict performance on the GED. Participants were men and women, aged 16 to 62, who were given the GEPI and then the GED. Multiple regression equations were generated to predict GED scores using age and each GEPI score. No significant correlation was found between age and GED scores or between age and GEPI scores, but a highly significant correlation (p > .001) was found between each GEPI subtest score and the subsequent score attained on the GED. Regression equations for each subtest and cross validation that demonstrated high predictive validity for each regression equation are reported.     

The Relationship of Work Values to Occupational Level in Young Adult Workers

This research was designed to assess the relationship of work values as measured by Super's Work Values Inventory to job level. A total of 202 young adult workers (136 males, 66 females) between the ages of 18 and 25 in unskilled, semiskilled, skilled, and clerical-sales positions were surveyed. Differences in work values by sex and job level were found. Implications for counselors are discussed.     

Social cliques as mental models

The present research investigates how a mental model derived from patterns of sentiment relations (mental clique model) interacts with social background information (membership in social categories). Testing memory for a set of sentiment relations, the data support the assumption that a strongly polarizing categorization interferes with a mental clique model derived from the learning of these sentiment relations. Such interference was claimed to occur whenever sentiment implications from the social categorization would contradict information contained in the mental clique model. In line with this reasoning, balanced triads were selectively impaired in memory as opposed to relations from unbalanced triads which did not allow construction of any clique model and which were not influenced by category interference.     

Self‐Supervisor Agreement: The Influence of Feedback Seeking on the Relationship Between Self and Supervisor Ratings of Performance1

Self‐assessment research has continued to search for those factors that increase self‐other rating agreement. The current field study investigated the feedback‐seeking strategies (i. e., monitoring and inquiry) used by 125 employees to obtain performance information, as well as the relationship between feedback‐seeking strategy use and self‐supervisor performance‐rating agreement. Results indicate that the frequency of monitoring reported by employees significantly moderated the relationship between self and supervisor ratings of performance. Individuals who reported higher levels of feedback seeking through monitoring were more likely to have self‐assessments that were congruent with their supervisors' ratings of performance.