Role of early supervisory experience in supervisor performance.

Explores the role of early supervisory experience and cognitive ability in 1st-line supervisor performance. Similar to the F. L. Schmidt et al (see record 1986-31441-001) study of nonsupervisors, this research tested structural models hypothesizing relationships among supervisory experience, cognitive ability, supervisory knowledge and proficiency, and performance ratings, using a sample of 570 2nd-tour soldiers. The Schmidt et al model with an additional ability?→?experience path provided the best fit. The significant ability?→?experience path was interpreted as indicating that demonstrated ability contributes to soldiers being given the opportunity to obtain supervisory experience. Experience had a greater impact on supervisor proficiency than on supervisor knowledge. Ability had a greater impact on supervisor knowledge than on proficiency. Discussion focuses on the personal characteristics that might be involved in being assigned supervisory responsibilities. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex effects on performance ratings on manager–subordinate dyads: A field study.

Tested the hypothesis of N. Schmitt et al (see record 1980-33528-001) that people rate those similar to themselves with more confidence, which is reflected in larger variances in performance ratings. 286 manager–subordinate dyads in all 4 sex combinations comprised the sample. Subordinates rated managers on the Behavioral Observation Scales (BOS), and managers rated subordinates using the Minnesota Satisfactoriness Scales (MSS). Bartlett's test for homogeneity of variance revealed that female subordinates produced significantly more variability when rating their male managers than when rating their female managers on total BOS rating. Female managers produced more variable ratings of male subordinates than for female subordinates on total MSS rating. Male subordinates and managers did not produce more variable BOS or MSS ratings when appraising other males than when rating females. Results are discussed in terms of role expectations. (24 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The relationship among perceptual similarity, sex, and performance ratings in manager-subordinate dyads.

The relationship of perceptual similarity and sex in both manager and subordinate performance appraisals within manager-subordinate dyads was investigated. Perceptual similarity accounted for a sizable percentage of performance rating variance. Significantly lower performance appraisals were found in dyads in which there was mutual perceptual dissimilarity between managers and subordinates.     

Three approaches to the investigation of subgroup bias in performance measurement: Review, results, and conclusions.

Three methods of assessing subgroup bias in performance measurement commonly found in the literature are identified. After a review of these approaches, findings are reported from analyses of data collected in the US Army's Project A (J. P. Campbell, 1987). Correlations between nonrating performance measures and supervisor ratings were generally not moderated by race, but correlations between nonrating indicators of negative performance and ratings assigned by peers were. In addition, significant interactions between rater and ratee race on performance ratings were not eliminated when variance in the nonrating measures was removed from the ratings provided by Black and White raters. Conclusions about the magnitude and nature of bias in supervisor and peer ratings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Adaptability in the workplace: Development of a taxonomy of adaptive performance.

The purpose of this research was to develop a taxonomy of adaptive job performance and examine the implications of this taxonomy for understanding, predicting, and training adaptive behavior in work settings. Two studies were conducted to address this issue. In Study 1, over 1,000 critical incidents from 21 different jobs were content analyzed to identify an 8-dimension taxonomy of adaptive performance. Study 2 reports the development and administration of an instrument, the Job Adaptability Inventory, that was used to empirically examine the proposed taxonomy in 24 different jobs. Exploratory factor analyses using data from 1,619 respondents supported the proposed 8-dimension taxonomy from Study 1. Subsequent confirmatory factor analyses on the remainder of the sample (n?=?1,715) indicated a good fit for the 8-factor model. Results and implications are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A warning about the use of a standard deviation across dimensions within ratees to measure halo.

Monte Carlo data show that the unstandardized standard deviation measure of the halo effect is affected by both the intercorrelation among rating dimensions and differences among the means of the rating dimensions as used by individual raters. The relationships between 4 different halo measures are analyzed, and the results of 2 studies using the unstandardized measure are examined to determine the degree to which the problem seems to have affected published data on the halo effect. It is recommended that each rater's average observed intercorrelation among the dimensions be used as a halo measure. (13 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A longitudinal study of a valence model approach for the prediction of job satisfaction of new employees.

Investigated an approach to predicting subsequent job satisfaction, with 341 recent high school graduates taking their 1st permanent job. Specifically, instrumentalities, valences, and valence–instrumentality products of items measuring anticipated existence, relatedness, and growth needs measured prior to employment were correlated with job satisfaction (the Minnesota Satisfaction Questionnaire) 9 and 20 mo later. Results indicate that instrumentality variables were related to job satisfaction after 20 mo, valence variables were uncorrelated with subsequent satisfaction, and the product of valence and instrumentality added nothing beyond the instrumentality construct. Results suggest that job satisfaction is predictable at hire by knowing what outcomes individuals believe they will obtain from work. (33 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Examination of race and sex effects on performance ratings.

The effects of rater source, rater and ratee race, rater and ratee sex, and job type were investigated on ratings collected for 8,642 first-term Army enlisted personnel. Ratings were made on 10 behaviorally based dimensions developed for evaluating all first-term soldiers. Results of between-Ss analyses similar to those conducted in past research revealed significant main effects and interactions for sex, race, rater source, and job type, but the variance accounted for by these effects was minimal. Repeated measures analyses were also performed, with each ratee evaluated by one Black and one White rater for the race effects analyses and one female and one male rater for the sex effects analyses. These analyses, which unconfounded rater bias and actual performance differences, yielded results similar to those obtained with the between-Ss design. Implications of the findings are discussed. ? (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Incidental encounters between therapists and clients: The client's perspective.

A questionnaire concerning clients' feelings about incidental encounters with therapists was administered to 147 university counseling center clients. Results indicated that most clients had experienced brief incidental encounters with their therapists. Clients generally felt comfortable with their therapists' responses, but some wanted a more involved response from their therapist. The feelings that clients reported experiencing most frequently were confidence, surprise, awkwardness, enjoyment, curiosity, and anxiety. Implications for further research and training are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A comparison of rater training programs: Error training and accuracy training.

108 undergraduates were randomly assigned to 1 of 4 experimental groups to rate videotaped performances of several managers talking with a problem subordinate. The research employed a single-factor experimental design in which rater error training (RET), rater accuracy training (RAT), rating error and accuracy training (RET/RAT), and no training were compared for 2 rating errors (halo and leniency) and accuracy of performance evaluations. Differences in program effectiveness for various performance dimensions were also assessed. Results show that RAT yielded the most accurate ratings and no-training the least accurate ratings. The presence of error training (RET or RET/RAT) was associated with reduced halo, but the presence of accuracy training (RAT or RET/RAT) was associated with less leniency. Dimensions?×?Training interactions revealed that training was not uniformly effective across the rating dimensions. (23 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)