Lee Kong Chian School of Business, Singapore Management University, 50 Stamford Road, Singapore.
J Appl Psychol. 2010 Jan;95(1):213-20. doi: 10.1037/a0017237.
The present two studies integrate and extend the literatures on dynamic performance, performance attributions, and rating purpose, making several important contributions. First, examining attributions of dynamic performance, Study 1 predicted that performance mean and trend would affect judged ratee ability and effort and that performance variation would affect locus of causality; both predictions were supported by the results. Second, investigating the interaction between dynamic performance and rating purpose, Study 2 predicted that performance mean would have a stronger impact on administrative than on developmental ratings, whereas performance trend and variation would have a stronger impact on developmental than on administrative ratings; again, both predictions were borne out by the results. Third, both studies found that performance trend interacted with performance mean and variability to predict overall ratings. Fourth, both studies replicated main effects of dynamic performance characteristics on ratings in a different culture and, in Study 2, a sample of more experienced managers.
本两项研究综合并扩展了动态绩效、绩效归因和评价目的方面的文献，做出了几个重要贡献。首先，在研究 1 中检验动态绩效归因，我们预测绩效均值和趋势会影响被评价者能力和努力的判断，而绩效变化会影响因果归因；研究结果均支持了这两个预测。其次，在研究 2 中，我们调查了动态绩效与评价目的之间的相互作用，预测绩效均值对行政评价的影响会强于发展性评价，而绩效趋势和变化对发展性评价的影响会强于行政评价；结果再次证实了这两个预测。第三，两项研究均发现，绩效趋势与绩效均值和变异性相互作用，共同预测总体评价。第四，两项研究在不同文化和研究 2 中的更有经验的管理者样本中都复制了动态绩效特征对评价的主要影响。
