Reviews research that is concerned with evaluating the psychometric qualities of data in the form of ratings (rating errors) and that has been plagued with conceptual and operational confusion and inconsistency. Following a brief historical survey, inconsistencies in definitions, quantifications, and methodologies are documented in a review of more than 20 relevant articles published in Journal of Applied Psychology, Organizational Behavior and Human Performance, and Personnel Psychology (1975–1977). Empirical implications of these inconsistencies are discussed, and a revised typology of rating criteria, combined with a multivariate analytic approach, is suggested. (65 ref)

The authors wish to thank Dallas Johnson for his valuable contributions to this article and to Patrick Shrout for his helpful comments on an earlier draft of this article. The authors also wish to thank Jerome L. Myers for his suggestions on deriving the limits of the ICC formulas.

The relationship between perceived job security and employee health was examined in two manufacturing organizations. A significant relationship was found between health and job security using global measures of both constructs. Closer examination of the correlations among the subscales of the measures of health and perceived job security revealed different patterns of subscale relationships in two organizations. These results suggest that job security is an important determinant of employee health, and that inclusion of this construct in general models of stress and well-being may help to improve our understanding of work performance.

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