Wong Kin Fai Ellick, Kwong Jessica Y Y
Department of Management of Organizations, Hong Kong University of Science and Technology, Kowloon, Hong Kong.
J Appl Psychol. 2007 Mar;92(2):577-85. doi: 10.1037/0021-9010.92.2.577.
The goal-based perspective of performance appraisals suggests that raters who pursue different goals give different performance ratings. Yet previous studies have not provided strong empirical evidence that there are different impacts of different goals on mean rating and discriminability, nor have they provided evidence of a goal-rating causality. The authors extend the literature by manipulating rater goals in the context of peer evaluations of graded group projects with a sample of 104 undergraduate students. They find that (a) pursuing a harmony goal increased mean rating and decreased discriminability, and (b) pursuing a fairness goal increased mean rating and decreased discriminability when the group projects had not ended and increased mean rating but did not change discriminability when the group projects had ended.
基于目标的绩效评估观点表明，追求不同目标的评估者会给出不同的绩效评级。然而，以往的研究并未提供有力的实证证据，证明不同目标对平均评级和区分度有不同影响，也未提供目标与评级之间因果关系的证据。作者通过对104名本科生进行分组项目的同伴评估，操纵评估者的目标，从而扩展了这一文献。他们发现：（a）追求和谐目标会提高平均评级并降低区分度；（b）追求公平目标在小组项目未结束时会提高平均评级并降低区分度，而在小组项目结束时会提高平均评级但不改变区分度。
