Application of the multitrait-multirater approach to performance appraisal in social service organizations

Malka, Shalom

doi:10.1016/0149-7189(90)90055-2

Cited by 7 publications

(1 citation statement)

References 18 publications

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“…Κάποιοι ερευνητές υποστηρίζουν ότι η συλλογή δεδομένων από διαφορετικές ομάδες ατόμων και η διασταύρωση τους οδηγεί σε μια πιο συνολική καταγραφή, περιγραφή και ανάλυση των οργανωτικών προβλημάτων (Malka, 1990;Tsui, 1990 Η έρευνα κάλυψε τους αθλητές ηλικίας 13-16 ετών, οι οποίες αντιστοιχούν στο τέλος της προ-εφηβικής και εφηβικής περιόδου και χαρακτηρίζονται «κρίσιμες» για τη διαμόρφωση της συμπεριφοράς των παιδιών για την υπόλοιπη ζωή τους (Harter, 1985). Επιπλέον τα παιδιά ηλικίας 12 χρονών και άνω είναι ικανά να ανακαλέσουν και να περιγράψουν με ακρίβεια πληροφορίες που σχετίζονται με τις ερωτήσεις των ερωτηματολογίων εσωτερικής παρακίνησης που δόθηκαν στα πλαίσια της παρούσας έρευνας (Baranowki et al, 1984;Cale, 1994…”

Section: δείκτες οργανωτικής απόδοσηςunclassified

Οργανωτική Αποτελεσματικότητα Και Εσωτερική Παρακίνηση Των Αθλητών Του Αναπτυξιακού Προγράμματος Της Ελληνικής Ομοσπονδίας Καλαθοσφαίρισης

Αθανασίου¹

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The present research was designed in order to explore the defining factors, which contribute to the organizational effectiveness of the Hellenic Basketball Federation structure and affect the intrinsic motivation and participation of children in its Developmental program. The sample of the research consisted of 387 select basketball players, age 13-16, which answered in a questionnaire that examined the intrinsic motivation during their participation in the Developmental program of the Hellenic Basketball Federation (H.B.F.). The measurements of the organizational effectiveness, with the filling in of a respective questionnaire, were provided by 52 administrative agents of the H.B.F., 174 basketball coaches, which worked for the Developmental program and the National Teams of the Hellenic Basketball Federation, and also 167 coaches of all the National categories that never worked for the H.B.F.From the results of the four dimensions of the intrinsic motivation it seems that the young athletes in the mass enjoyed the program and found it interesting; the level of their conceiving ability was high; they experienced relatively low pressure and they tried to a great degree. The multivariable analysis of a factor's variation showed that the younger athletes (age 13-14) presented better performances than the elder athletes (age 15-16) in the three factors of the intrinsic motivation without differing in the conceiving ability.Furthermore, the research confirms the multidimensional significance of the organizational effectiveness, while there were statistic differences in conception through all the five factors among the administrative members of the federation and the two different teams of basketball coaches.

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Section: δείκτες οργανωτικής απόδοσηςunclassified

Οργανωτική Αποτελεσματικότητα Και Εσωτερική Παρακίνηση Των Αθλητών Του Αναπτυξιακού Προγράμματος Της Ελληνικής Ομοσπονδίας Καλαθοσφαίρισης

Αθανασίου¹

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Distinguishing contextual performance from task performance for managerial jobs.

Conway

1999

Journal of Applied Psychology

339

322

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The purpose of this study was to extend previous research on the contextual and task performance distinction to managerial jobs. It was hypothesized that, unlike results for nonmanagerial work, the job dedication facet of contextual performance would contribute uniquely to overall managerial performance. The interpersonal facilitation facet of contextual performance was expected to be redundant with leadership task performance and therefore not to make a unique contribution. A multitrait-multirater correlation matrix was developed on the basis of meta-analysis. Structural equation modeling results generally supported the hypotheses, although there was some evidence of a unique contribution by interpersonal facilitation. Results also suggested that peers paid more attention to interpersonal facilitation when making overall performance ratings, whereas supervisors paid more attention to task performance.Borman and Motowidlo (1993) proposed expanding the job performance criterion domain to include contextual performance in addition to task performance. Task performance consists of job-specific behaviors including core job responsibilities, for which the primary antecedents are likely to be ability and experience. Contextual performance consists of non-job-specific behaviors such as cooperating with coworkers and showing dedication, for which the primary antecedents are likely to be volition and personality (Borman & Motowidlo, 1993). Contextual performance is virtually identical to Organ's (1997) recent conception of organizational citizenship behavior. By focusing on overt behavior, however, contextual performance differs from more cognitive and attitudinal constructs such as organizational commitment and job involvement.The rationale for the distinction was that contextual aspects of job performance, although important for organizational effectiveness, have often been ignored by researchers. However, the concept of contextual performance has recently attracted considerable research attention, probably because of changes in the nature of organizations, such as

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Self–other agreement in job performance ratings: A meta-analytic test of a process model.

Heidemeier

Moser

2009

Journal of Applied Psychology

247

211

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This meta-analysis explores agreement in self- and supervisory ratings of job performance (k = 128 independent samples). It suggests a 3-stage model of the rating process and reviews the empirical evidence for the relevance of each of these 3 stages to an understanding of agreement in ratings. The proposed 3-stage model serves as the guiding rationale for the examination of an extensive set of variables that moderate rater agreement. Results are reported for 2 indicators of rater agreement (correlational and mean-level agreement). Self-supervisor ratings yielded an overall correlation of .22 (rho = .34; k = 115; n = 37,752). Position characteristics and the use of nonjudgmental performance indicators were the main moderators. Leniency in self-ratings is indicated by higher mean levels of self-ratings compared with supervisory ratings. Within Western samples, performance self-ratings showed leniency (d = 0.32, Delta = .49; k = 89; n = 35,417) dependent on contextual features, scale format, and scale content.

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Application of the multitrait-multirater approach to performance appraisal in social service organizations

Cited by 7 publications

References 18 publications

Οργανωτική Αποτελεσματικότητα Και Εσωτερική Παρακίνηση Των Αθλητών Του Αναπτυξιακού Προγράμματος Της Ελληνικής Ομοσπονδίας Καλαθοσφαίρισης

Οργανωτική Αποτελεσματικότητα Και Εσωτερική Παρακίνηση Των Αθλητών Του Αναπτυξιακού Προγράμματος Της Ελληνικής Ομοσπονδίας Καλαθοσφαίρισης

Distinguishing contextual performance from task performance for managerial jobs.

Self–other agreement in job performance ratings: A meta-analytic test of a process model.

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