King's Business School.
Norwich Business School, University of East Anglia.
J Appl Psychol. 2020 Mar;105(3):312-329. doi: 10.1037/apl0000434. Epub 2019 Jul 22.
The multifaceted structure of multisource job performance ratings has been a subject of research and debate for over 30 years. However, progress in the field has been hampered by the confounding of effects relevant to the measurement design of multisource ratings and, as a consequence, the impact of ratee-, rater-, source-, and dimension-related effects on the reliability of multisource ratings remains unclear. In separate samples obtained from 2 different applications and measurement designs (N₁ [ratees] = 392, N₁ [raters] = 1,495; N₂ [ratees] = 342, N₂ [raters] = 2,636), we, for the first time, unconfounded all systematic effects commonly cited as being relevant to multisource ratings using a Bayesian generalizability theory approach. Our results suggest that the main contributors to the reliability of multisource ratings are source-related and general performance effects that are independent of dimension-related effects. In light of our findings, we discuss the interpretation and application of multisource ratings in organizational contexts. (PsycINFO Database Record (c) 2020 APA, all rights reserved).
多源工作绩效评估的多面结构是 30 多年来研究和辩论的主题。然而，该领域的进展受到与多源评级测量设计相关的效应混杂的阻碍，因此，评级对象、评级者、来源和维度相关效应对多源评级可靠性的影响仍不清楚。在来自 2 个不同应用和测量设计的独立样本中（N₁[评级对象]=392，N₁[评级者]=1,495；N₂[评级对象]=342，N₂[评级者]=2,636），我们首次使用贝叶斯可概括性理论方法消除了所有通常被认为与多源评级相关的系统效应的混杂。我们的结果表明，多源评级可靠性的主要贡献者是与来源相关的和独立于维度相关效应的一般绩效效应。鉴于我们的发现，我们讨论了多源评级在组织环境中的解释和应用。（心理学文摘数据库记录（c）2020 APA，保留所有权利）。
