Although self-report measures are often used as criteria in treatment interventions, the contaminating effects of response-shift bias associated with these scales are less frequently evaluated. G.S. Howard and his co-workers (Howard, Schmeck, & Bray, 1979) have suggested that response-shift bias can be measured and controlled by gathering and analysing retrospective Pretest scores in addition to the conventional Pretest and Posttest information normally obtained in change studies. In this study these measures were gathered from participants in an assertiveness training programme. The aim was to assess the extent to which subjects had recalibrated the scales of measurement (i.e., beta change) and reconceptualized the construct of assertiveness (i.e., gamma change) from Pretest to Posttest. These two forms of response-shift bias were recorded for a number of trainees. Apart from finding that the usual Pretest/Posttest design offers a more conservative estimate of treatment effects than the approach using retrospective scores, the results showed that the latter approach has particular utility in diagnosing the nature and extent of change experienced by individuals in treatment interventions.
There is an accumulating body of research evidence which has highlighted the utility of behaviour-modelling training in improving the interpersonal skills of people in diverse settings, but particularly in the work place. Because of the widespread use of this approach to training in the South African industrial context, the necessity for a systematic and thorough evaluation of this approach to training has become evident. The present study set out to assess the effects of behaviour-modelling training on first-line supervisors using multiple criteria and an experimental design incorporating an experimental group and three control groups. The results of the research provided support for behaviour modelling on reaction, learning, and behavioural criteria. Owing to external environmental factors it was not possible to assess the influence of training on organizational results.
The process of performance appraisal can serve important employee development as well as organizational administrative functions. However, the reliable and accurate assessment of performance could be hampered by rating errors such as halo, leniency, and central tendency. Because the traditional approach to appraisal by means of graphic rating scales is considered to be susceptible to these errors, behaviourally based measures have been developed which have the claimed advantage of being relatively resistant to rating errors. This study compared the ratings given to a group of employees on a graphic rating scale and a behavioural observation scale. The results did not support the superiority of the BOS in resisting rating errors. <p><strong>Opsomming</strong><br />Die proses van prestasiebeoordeling speel 'n belangrike rol in die ontwikkeling van werknemers asook om administratiewe besluite te maak oor personeel. Die betroubare en akkurate evaluering van werkprestasie kan egter belemmer word deur beoordelingsfoute soos die stralekranseffek, toegeeflikheid, en sentrale neiging. Omrede die alombekende grafiese beoordelingskaal veronderstel is om baie vatbaar te wees vir beoordelingsfoute is daar die afgelope paar jaar aandag geskenk aan die ontwikkeling van gedragsgeoriënteerde beoordelingsmetodes. Dit word aangevoer dat laasgenoemde minder onderworpe is aan beoordelingsfoute. Hierdie studie het die beoordelings van 'n groep werkers op 'n grafiese beoordelingskaal en 'n gedragswaarnemingskaal met mekaar vergelyk. Die resultate kon nie ondersteuning verleen aan die standpunt dat grafiese skale meer vatbaar is vir beoordelingsfoute nie.</p>
While the topic of fairness in personnel selection decisions has received a great deal of attention in the United States of America over the last two decades or so, little work has been done in South Africa in this regard. In view of the possible industrial relations implications of discrimination linked to test unfairness, research needs to be undertaken in this country to examine predictor-criterion relationships for the various race groups who make up the labour force. In the present study, a simplified approach for evaluating test fairness developed by Lawshe (1983) was tested in a sample of white and coloured apprentices. Four selection instruments were related to three criteria of job success. The results of the research seem to verify the results of studies conducted in America, namely, that little evidence has emerged supporting the concepts of differential validity and differential prediction of tests for different race groups. Future research should include samples consisting of black employees in order to compare their test and criterion profiles with those of persons from other racial groups.
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