应用多质—多评价者程序对评定误差的分析

Two kinds of rating bias ——halo effect and ego-centric effect were analyzed in multitrait-multirater matrix by this research. To get the multitrait-multirater matrix, ten college students watched the video-tapes of football matches and rated the performance of the players on several traits. After the interviewing of 41 football fans, the performance traits of four different positions in a football team were obtained using critical incident technique. The results indicate: comparing the heterotrait-monorater triangless, some rater's rating showed halo effect obviously; comparing the monotrait-heterorater diagonals, ego-centric effect can be shown in some extent on different traits. There were less interrater reliability on the rating of some ambiguous traits. The conclusion can be used on rater training. We can give the raters feedback about their rating bias by analyzing the multitrait-multirater matrix. The results are also helpful for rater training.

多维效标测量的构成

This research is going on through solving salesperson's performance appraisal problem for a machine factory. By developing a self-rating forced-choice scale for salesperson's performance appraisal, collecting judgmental measurement criteria and nonjudgmental measurement criteria, judging the correlation between judgmental measurement criteria, nonjudgmental measurement criteria and behaviors in forced-choice scale, two hypotheses were verified: 1 Every criteria can't correlate with all work behaviors. 2 Not only judgmental measurements, but also nonjudgmental measurements should be used in performance appraisal.

人格特征对销售员绩效的预测

This research aims to discuss it is the complexity of interpersonal association and job autonomy that influence the predictive validity of personality for job performance. In addition, for service profession, incumbents' personality can predict not only contextual performance, but also task performance. Salesclerks in shopping center and life insurance agents are selected as subjects. The job performance rating scale is produced by using Critical Incidents Technique. The research method is measuring NEO-PI and collecting direct supervisors' rating of salespeople's job performance. The research results are as follows: 1. The factor analysis result of job performance is different from the west. That is to say, the support for organizations which belongs to contextual performance in the west can not be distinguished from task performance. Therefore, in China, or to say in the shopping center selected, task performance includes both technical proficiency and the support for organizations, and contextual performance includes job dedication and interpersonal facilitation. 2. For salespeople, personality can be the antecedent of contextual performance and task performance as well. However, the predictive validity for task performance is very low. 3. The more complexity of interpersonal association, the stronger relationship between personality and job performance. 4a. The correlation between job performance and facets of Big Five is higher than the one between job performance and factors of Big Five, such as Agreeableness, whose facets have different impacts on job performance, some positive and others negative. 4b. The correlation between personality and the items of job performance rating scale is higher than the one between personality and the factors of job performance. 4. Working experience is the moderator of the relationship between personality and job performance. For salesclerks, only if the working experience of subjects is less than 3 years, achievement striving-one facet of conscientiousness-is significantly correlated with the ratio of finished sales volume at 0.01 level.