Como Citar
Resumo
This research studies whether the moment of occurrence of a task or contextual behaviour with a low performance produces a primacy or recency effect and whether it causes changes in performance appraisal. We also analyzed whether the nature of assessment questionnaire items affects raters’ assessments and how the sequence of questionnaire presentation and completion may do so. Participants were 146 undergraduate students. We used a design with two inter-subject variables (questionnaire presentation and performance sequence) and one within-subject variable (global versus specific questionnaires). Findings show that if a low performance is presented at the beginning of the assessment period, the performance assessment will be more negative. Also, results indicate that task performance appraisals and contextual behaviour assessments are higher and less accurate when performed with a questionnaire that includes global items.
Referências
Aguinis, H. (2013). Performance management. Pearson.
Aguinis, H., Joo, H., & Gottfredson, R. K. (2011). Why we hate performance management - and why we should love it. Business Horizons, 54, 503-507. http://dx.doi.org/10.1016/j.bushor.2011.06.001
Borman, W. C., & Motowidlo, S. (1993). Expanding the criterion domain to include elements of contextual performance. En N. Schmitt, & W. C. Borman, Personnel selection in organizations (pp 71–98). Jossey - Bass.
Borman, W. C., & Motowidlo, S. J. (1997). Task performance and contextual performance: The meaning for personnel selection research. Human Performance, 10(2), 99-109. http://dx.doi.org/10.1207/s15327043hup1002_3
Bretz, R. D., Milkovich, G. T., & Read, W. (1992). The current state of performance appraisal research and practice: Concerns, directions, and implications. Journal of Management, 18, 321-352. http://dx.doi.org/10.1177/014920639201800206
Campbell, J. P. (1999). The definition and measurement of performance in the new age. In D. R. Ilgen & E. D. Pulakos (Eds.), The changing nature of performance: Implications for staffing, motivation, and development (pp. 399-430). Jossey-Bass.
Carmona-Halty, M., & Villegas-Robertson, J. M. (2019). El Capital Psicológico Predice el Bienestar y Desempeño en Estudiantes Secundarios Chilenos. Revista Interamericana de Psicología, 52(3).
Dauda, Y. (2018). A review of performance appraisal systems in different countries: The UK, India, South Africa and Ghana. International Journal of Applied Environmental Sciences, 13(2), 203-221.
DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management: 100 years of progress? Journal of Applied Psychology, 102(3), 421. https://doi.org/10.1037/apl0000085
Dewberry, C., Davies-Muir, A., & Newell, S. (2013). Impact and causes of Rater Severity/Leniency in Appraisals without Postevaluation communication between raters and rates. International Journal of Selection and Assessment, 21(3), 286-293. http://dx.doi.org/10.1111/ijsa.12038
Díaz-Cabrera, D., Hernández-Fernaud, E., Isla-Díaz, D., Delgado, N., Díaz-Vilela, L. & Rosales-Sánchez, C. (2014). Factores relevantes para aumentar la precisión, la viabilidad y el éxito de los sistemas de evaluación del desempeño laboral. Papeles del Psicólogo, 35(2), 115-121.
Díaz-Vilela, L., Delgado, N., Isla-Díaz, R., Díaz-Cabrera, D. Hernández-Fernaud, E & Rosales-Sánchez, C. (2015). Relationships between contextual and task performance and interrater agreement: Are there any? Manuscript presented for publication. PLoS ONE 10(10): e0139898. https://doi.org/10.1371/journal.pone.0139898
Díaz-Vilela, L., Díaz- Cabrera, D., Isla-Díaz, R., Hernández-Fernaud, E., & Rosales-Sánchez, C. (2012). Spanish adaptation of the citizenship performance questionnaire by Coleman and Borman (2000) and an analysis of the empiric structure of the construct. Revista de Psicología del Trabajo y las Organizaciones, 28(3), 135-149. http://dx.doi.org/10.5093/tr2012a12
Dror, I. E., & Fraser-Mackenzie, P. (2008). Cognitive biases in human perception, judgment, and decision making: Bridging theory and the real world. In K. Rossmo (Ed.) Criminal Investigative Failures (pp. 53-67). Taylor & Francis Publishing.
Fay, C. H., & Latham, G. P. (1982). Effects of training and rating scales on rating errors. Personnel Psychology, 35, 105–116. http://dx.doi.org/10.1111/j.1744-6570.1982.tb02188.x
Gaugler, B. B., & Thornton, G. C. (1989). Number of assessment center dimensions as a determinant of assessor accuracy. Journal of Applied Psychology, 74, 611-618.doi:http://dx.doi.org/10.1037//0021-9010.74.4.611
Griffin, R., & Ebert, R. (2002). Business. Prentice Hall.
Gürbüz, S. & Dikmenli, O. (2007). Performance Appraisal Biases in A Public Organization: An Empirical Study. Journal of the Kocaeli University of the Institute of Social Sciences, 13(1), 108-138.
Heneman, R. L. (1988). Traits, behaviors, and rater training: Some unexpected results. Human Performance, 1, 85–98. http://dx.doi.org/10.1207/s15327043hup0102_1
Highhouse, S., & Gallo, A. (1997). Order effects in personnel decision making. Human Performance, 10, 31-46.
Kane, J.S., Bernardin, J.J., Villanova, P. & Peyrefitte, J. (1995). Stability of rater leniency: Three studies. Academy of Management Journal, 38, 1036-1051. http://dx.doi.org/10.2307/256619
Latham, G. P., & Wexley, K. N. (1977). Behavioral observation scales for performance appraisal purposes. Personnel Psychology, 30, 225-268. http://dx.doi.org/10.1111/j.1744-6570.1977.tb02092.x
Linstone, H. A. & Turoff, M. (1975). Delphi Method: Techniques and Applications. Addison-Wesley Publishing.
Mclntyre, R., Smith, D., & Hassett, C. (1984). Accuracy of performance ratings as affected by rater training and perceived purpose of rating. Journal of Applied Psychology, 69,147-156. http://dx.doi.org/10.1037/0021-9010.69.1.147
Morgeson, F.P. & Campion, M.A. (1997). Social and cognitive sources of potential inaccuracy in job analysis. Journal of Applied Psychology, 82(5), 627-655. http://dx.doi.org/10.1037//0021-9010.82.5.627
Motowidlo, S. J., & Schmit, M. J. (1999). Performance assessment in unique jobs. In D. R. Ilgen, & E. D. Pulakos, The changing nature of performance: Implications for staffing, motivation, and development, (pp. 56-87). Jossey-Bass.
Porras, N. R. (2016). Aproximación histórica a la psicología del trabajo y de las organizaciones en Colombia. Interamerican Journal of Psychology, 50(3), 317-329. Disponible en: https://www.redalyc.org/articulo.oa?id=284/28450492002
Rosales, C., Díaz-Cabrera, D., & Hernández-Fernaud, E. (2019). Does effectiveness in performance appraisal improve with rater training? PLoS ONE 14(9): e0222694. https://doi.org/10.1371/journal.pone.0222694
Schraeder, M., Becton, J.B., & Portis, R.(2007). A Critical Examination of Performance Appraisal: An Organization’s Friend or Foe? The Journal for Quality and Participation, 30, 20-25.
Silvestre, E. (2017). Construcción y validación empírica de una escala de clima organizacional universitario. Interamerican Journal of Psychology, 51(1), 44-59. Disponible en: https://www.redalyc.org/articulo.oa?id=284/28452860005
Smith, D.E. (1986). Training Programs for Performance Appraisal: A Review. The Academy of Management Review, Vol. 11, 1, 22-40. http://dx.doi.org/10.2307/258329
Smith, P. C., & Kendall, L. M. (1963). Retranslation of expectations: An approach to the construction of unambiguous anchors for rating scales. Journal of Applied Psychology, 47, 149-155. http://dx.doi.org/10.1037/h0047060
Steiner, D., & Rain, J. (1989). Immediate and delayed primacy and recency effects in performance evaluation. Journal of Applied Psychology, 74(1), 136-142. http://dx.doi.org/10.1037/0021-9010.74.1.136
Vélez, S., Rosario, I., Méndez, V., & Vargas, L. (2016). Familia, capital humano, y Psicología Industrial/Organizacional. Interamerican Journal of Psychology, 50(3), 433-440. Disponible en: https://www.redalyc.org/articulo.oa?id=284/28450492011
Wagner, S. H., & Goffin, R. D. (1997). Differences in accuracy of absolute and comparative performance appraisal methods. Organizational Behavior and Human Decision Processes, 70(2), 95-103. http://dx.doi.org/10.1006/obhd.1997.2698
Woehr, D. J., & Huffcutt, A. I. (1994). Rater training for performance appraisal: A quantitative review. Journal of Occupational and Organizational Psychology, 67, 189-205. http://dx.doi.org/10.1111/j.2044-8325.1994.tb00562.x
Este trabalho está licenciado sob uma licença Creative Commons Attribution-NonCommercial 4.0 International License.
Copyright (c) 2021 Christian Rosales , María Dolores Díaz-Cabrera, Estefenía Hernández-Fernaud