Predicting spatial performance from gender stereotyping in activity preferences and in self-concept.

Tested competing hypotheses, derived from Bem's gender schema theory and Spence's gender identity theory. Two samples of college students were given a spatial task (either Piaget's water-level task or the Card Rotations Test) and self-report measures of participation in gender-stereotyped, space-related activities and of stereotypical masculine and feminine personality traits. Used causal modeling techniques to test the adequacy of the path models associated with the predictions from Bem's and Spence's theories. In both samples, sex, self-concept, and spatial activities made significant direct contributions to the prediction of spatial performance, supporting Spence's theory. The tendency of those with higher masculine trait scores to perform better on the spatial tasks was sometimes moderated by sex and feminine trait score. Implications of the results for the question of the origin of sex differences in spatial performance are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Role of the rater in performance appraisal.

Notes that ratings for performance appraisal are frequently made by supervisors. In the present study, judgments of effectiveness for 153 hospital nurses were obtained from the nurse herself and her peers in addition to her supervisor, using the same rating form. Factor analysis indicated that each rating source could be clearly identified and characterized. The data reaffirm the notion that interrater disagreement may reflect systematic rater bias as well as meaningful differences in the ways in which judgments are made. Implications for comprehensive appraisals are suggested. (29 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Measurement and assessment issues in performance appraisal.

Performance appraisal is a topic that is of both theoretical interest and practical importance. As such, it is one of the most researched topics in industrial and organisational psychology. Several measurement issues are central to performance appraisal including: (a) how performance has been measured, (b) how to improve performance appraisal ratings, (c) what is meant by performance, and (d) how the quality of ratings has been defined. Each of these are discussed along with the shortcomings of the extant literature in helping to come to grips with these important issues. Next, some of the new challenges facing performance appraisal, given its historical focus on single individuals being evaluated, are highlighted. In particular, the appraisal problems inherent in the assessment of team performance and the complexities inherent in multisource feedback systems are covered. We conclude with a short discussion of the litigious issues that can arise as a result of poor performance management practises. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Everyday memory failure: Age differences in appraisal and attribution.

A person perception paradigm was used to test 86 young and 84 older Ss for evidence of a double standard in appraising everyday memory failures of young and older targets. Vignettes were judged on separate Likert scales for possible attributions for the failure (ability, effort, task difficulty, chance, and 2 measures of attention), signs of mental difficulty, need for memory training, and indications of need for professional evaluation. Results confirmed a double standard used by young and old: The failures of older targets were judged as signifying greater mental difficulty and greater need for memory training than were the identical failures of young targets. Older Ss were more lenient overall than young Ss in their appraisals. Young Ss judged target persons' memory failures as signifying more mental difficulty, and they more readily recommended professional evaluation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender-based emotional stereotyping.

Previous research documents that mental health professionals' attitudes reflect the general public's stereotype of women as hyperemotional. This article reports the results of 6 studies exploring the existence of a complementary stereotype of men as hypoemotional. As predicted, counselors and college students consistently stereotyped men as hypoemotional (all ps?p?     

Age and MMPI performance.

Evaluated the effects of age on MMPI scale scores with intelligence controlled. Data included MMPIs and Wechslers from 420 white hospitalized psychiatric patients. No sex differences were found in relationships among age, intelligence, and MMPI scale scores. Major findings were that T-scores on Scales 4, 6, 8, and 9 are affected by age, scores on Scales L and F by intelligence, and scores on only Scale F by both variables. Although Scale 2 T scores were not affected by age, peak-analysis showed that older patients more often have Scale 2 peaks. This results from decreases in T scores on the other scales, rather than increases on Scale 2. (15 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of threat in a performance appraisal interview.

Real-life appraisal interviews conducted by 92 manager-subordinate pairs were studied intensively. Reactions of subordinates were systematically obtained before and after their appraisal interviews and the proceedings in the actual interviews were carefully documented by trained Os. Measures of subsequent performance improvement realized as a result of the appraisal interviews were taken 12 wk. later. The results indicated that a manager's attempts to assist a subordinate by pointing up improvement needs were likely to be perceived by the subordinate as threatening to his self-esteem and to result in defensive behavior. The greater the threat, the less favorable the attitude toward the appraisal system and the less the subsequent constructive improvement in job performance realized. These reactions were strong to the extent that the subordinate had relatively low occupational self-esteem. Some practical implications for appraisal practices are cited. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Implicit stereotyping in person judgment.

Three experiments demonstrated implicit gender stereotyping. A target's social category determined the use of previously primed stereotyped information, without Ss' awareness of such influence. After unscrambling sentences describing neutral or stereotyped behaviors about dependence or aggression, Ss evaluated a female or male target. Although ratings of female and male targets did not differ after exposure to neutral primes, Ss exposed to dependence primes rated a female target as more dependent than a male target who performed identical behaviors (Exp 1A). Likewise, Ss rated a male, but not a female, target as more aggressive after exposure to aggression primes compared with neutral primes (Exp 1B). Exp 2 replicated the implicit stereotyping effect and additionally showed no relationship between explicit memory for primes and judgment of target's dependence. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Age, gender, and individual differences in memory failure appraisal.

Young adults (22 men and 24 women) and older adults (24 men and 24 women) rated 12 gender-neutral vignettes describing short-term, long-term, and very-long-term memory failures. Vignette target persons were young (aged 21–32 yrs) or older (aged 65–75 yrs) men or women. Ss of both age and gender groups used a double standard: Failures of older targets of both genders were rated as signifying greater mental difficulty than failures of young targets; failures of young targets were attributed to lack of effort and attention. Young Ss judged very-long-term failures more harshly than did older Ss. Ss' objective memory performance, self-rated memory failure frequency, memory failure discomfort, and depression made little difference in their target person ratings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Peer and subordinate performance appraisal measurement equivalence.

Confirmatory factor analysis (CFA) and item response theory (IRT) were applied to determine the extent to which peer and subordinate ratings of managers on a teambuilding skill dimension are directly comparable. Simultaneous CFA in the 2 groups of raters suggested that the 2 sets of ratings are calibrated equivalently, and polytomous IRT methods led to similar conclusions. The results were replicated in independent samples of raters. These are encouraging results for practitioners or researchers who compare ratings from these 2 groups. In addition to presenting the empirical findings from the study and illustrating how CFA and IRT methods of testing measurement equivalence compare, the article shows the unique types of information about performance appraisals that IRT and CFA can provide to researchers and practitioners, with implications for future research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Employee responses to formal performance appraisal feedback.

Investigated the attitudinal impacts of receiving formal performance appraisal feedback. Based on the suggestion that the feedback that one is "satisfactory" will be disconfirming for many feedback recipients, it was hypothesized that attitudes toward the performance appraisal systems and organizational commitment will decrease and remain lower for those receiving satisfactory ratings, whereas the attitudes of those receiving higher appraisal ratings will remain unchanged. The hypotheses were tested on panels of management and nonmanagement employees (the latter receiving new appraisals 12 mo after their managers) in 2 federal agencies over a 30-mo period using perceived and actual performance ratings. There was a significant and stable drop in the organizational commitment of satisfactory employees after the introduction of formal appraisals, with mixed results for attitudes toward the appraisal system. Findings suggest that potentially negative consequences of implicitly comparative formal performance appraisals can occur for those performing at a satisfactory, but not outstanding, level. (21 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Beyond attribution theory: Cognitive processes in performance appraisal.

Construes performance appraisal as the outcome of a dual-process system of evaluation and decision making whereby attention, categorization, recall, and information integration are carried out through either an automatic or a controlled process. In the automatic process, an employee's behavior is categorized without conscious monitoring unless the decisions involved are problematic; a consciously monitored categorization process would then occur. Subsequent recall of the employee is viewed to be biased by the attributes of prototypes (abstract images) representing categories to which the employee has been assigned. Dispositional and contextual factors influence the availability of categories during both assignment and recall. Although automatic and controlled processes can create accurate employee evaluations, categorization interacting with task type tends to affect subsequent employee information with halo, lenient/stringent, racial, sexual, ethnic, and personality biases. Behavior taxonomies, individual differences in cognitive structure, validation of behavior-sampling techniques, and laboratory studies of appraisal processes are presented as potential topics for research. (93 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Employee perceptions of performance appraisal fairness in two organizations.

Studied the characteristics comprising the appraisal process from the employees' perspective and how those characteristics related to employee perceptions of performance appraisal fairness. Based upon factor analysis of survey data from a total of 397 management and professional employees in 2 large Canadian organizations, 6 characteristics were found to comprise the appraisal process: appraiser's knowledge of the employee's job and performance, opportunity for employee participation, establishment of specific and relevant job goals, discussion of employee development goals, discussion of company and department goals, and feedback on results. The relative importance of these characteristics to overall appraisal fairness ratings was different in the 2 companies. The favorableness of the most recent appraisal was associated with the employee's belief in the overall fairness of the appraisal process in both companies. (French abstract) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Age and management team performance.

180 male managers participated as age-homogeneous 4-person teams in a validated all-day decision-making simulation. 15 teams consisted of 28–35 yr old participants (young), 15 teams were in the 45–55 yrs age range (middle-aged), and 15 teams consisted of 65–75 yr old (older) persons. More than 40 objective performance measures (loading on 12–25 factors) were calculated on the basis of team decision making, planning, and other indicators. Performance by young and middle-aged teams was generally similar. Older teams made fewer decisions and were less strategic and less responsive to incoming information. Their overview of the task was less broad; action diversity and information search was reduced. However, older teams used opportunities and handled a simulated emergency as effectively as their younger and middle-aged counterparts. Alternative explanations for the obtained differences are presented. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Age differences in dual-task performance after practice.

This study investigated whether older adults could acquire the ability to perform 2 cognitive operations in parallel in a paradigm in which young adults had been shown to be able to do so (K. Oberauer & R. Kliegl, 2004). Twelve young and 12 older adults practiced a numerical and a visuospatial continuous memory updating task in single-task and dual-task conditions for 16 to 24 sessions. After practice, 9 young adults were able to process the 2 tasks without dual-task costs, but none of the older adults had reached the criterion of parallel processing. The results suggest a qualitative difference between young and older adults in how they approach dual-task situations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Implicit gender stereotyping in judgments of fame.

Implicit (unconscious) gender stereotyping in fame judgments was tested with an adaptation of a procedure developed by L. L. Jacoby, C. M. Kelley, J. Brown, and J. Jasechko (1989). In Experiments 1–4, participants pronounced 72 names of famous and nonfamous men and women, and 24 or 48 hr later made fame judgments in response to the 72 familiar and 72 unfamiliar famous and nonfamous names. These first experiments, in which signal detection analysis was used to assess implicit stereotypes, demonstrate that the gender bias (greater assignment of fame to male than female names) was located in the use of a lower criterion (B) for judging fame of familiar male than female names. Experiments 3 and 4 also showed that explicit expressions of sexism or stereotypes were uncorrelated with the observed implicit gender bias in fame judgments. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex role stereotyping in children's television programs.

Conducted an observational analysis of the male and female role models presented on 10 popular commercially produced children's TV programs. Striking sex differences (p     

Age differences in the performance of computer-based work.

Investigated the extent to which age had an impact on the performance of computer-based work. Three simulated real-world computer-interactive tasks that varied in complexity and pacing requirements were evaluated. Ss included 65 women, ranging in age from 25 to 70 yrs. The methodology encompassed physiological, subjective, and objective performance measures. Data indicated that previous computer experience and age had a significant impact on the performance of the 3 tasks. Increased age was associated with longer response times and a greater number of errors for all 3 tasks. Age also influenced perceptions of fatigue and task difficulty. The findings are discussed in terms of the implications for training and job design. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Age effects and health appraisal: a meta-analysis

OBJECTIVE: The purpose was to clarify the effects of methodological variables in the research on age differences in self-rated health and specifically the effects of: (a) the item type used to solicit the appraisal, (b) the approach to sampling, and (c) the criteria for assembling the age groups for study. METHODS: Studies differing on these dimensions were compared using meta-analytic techniques. Seventeen usable samples were grouped according to the age comparisons--seven compared "young" and "old" samples while ten compared "young-old" and "old-old" groups. RESULTS: The results failed to support the frequently reported health optimism of old-old samples when compared with young-old. Further, the findings suggest that the item type used in eliciting the rating of health may be instrumental in the respondent's appraisal process. For instance, use of the age-comparative item tends to favor "old" groups when compared to young, whereas the global health item has an effect in the other direction. Effect size was also related to a study's sampling procedure and to the method used in assembling groups (i.e., age ranges used to represent young and old). DISCUSSION: Practical implications and areas of needed research are discussed.     

Multiple uses of performance appraisal: Prevalence and correlates.

Performance appraisal is used in organizations for a variety of purposes. However, little empirical research has been conducted to determine (a) the extent to which performance appraisal is used for each of several purposes in industry, (b) the extent to which appraisal data may be used for multiple and possibly conflicting uses within the same organization, and (c) organizational correlates of these uses. A survey questionnaire designed to answer these questions was mailed to 243 members of Division 14 of the American Psychological Association who were employed in industry. A factor analysis of the 106 completed questionnaires indicated four general uses of information from performance appraisals. The use of performance appraisal to simultaneously make distinctions between and within individuals is common. Canonical correlation analyses indicated that organizational characteristics were significantly related to uses of performance appraisal. (PsycINFO Database Record (c) 2010 APA, all rights reserved)