Arvey R D, Murphy K R
Industrial Relations Center, University of Minnesota, Minneapolis 55455, USA.
Annu Rev Psychol. 1998;49:141-68. doi: 10.1146/annurev.psych.49.1.141.
Recent research from 1993 on performance evaluations in work settings is reviewed and integrated with the prior reset and historical bases. Contemporary research reflects several themes: General models of job performance are being developed, the job performance domain is being expanded, research continues to explore the psychometric characteristics of performance ratings, research is developing on potential bias in ratings, rater training is examined, and research continues in terms of efforts to attach utility values to rated performance. We conclude that research is progressing in traditional content areas as well in the exploration of new ground. Researchers are recognizing that job performance is more than just the execution of specific tasks and that it involves a wider array of important organizational activities. There is also an increased optimism regarding the use of supervisory ratings and recognition that such "subjective" appraisal instruments do not automatically translate into rater error or bias.
回顾了1993年以来关于工作场所绩效评估的近期研究，并将其与先前的研究成果及历史依据相结合。当代研究反映出几个主题：正在开发工作绩效的通用模型，工作绩效领域正在扩展，研究继续探索绩效评级的心理测量特征，正在开展关于评级潜在偏差的研究，对评估者培训进行了考察，并且在努力赋予评级绩效效用值方面的研究仍在继续。我们得出结论，研究在传统内容领域以及新领域的探索中都在取得进展。研究人员认识到，工作绩效不仅仅是特定任务的执行，还涉及更广泛的一系列重要组织活动。对于使用上级评级也有了更高的乐观态度，并且认识到这种“主观”评估工具不会自动转化为评估者的错误或偏差。
