Peer Nominations: A Model, Literature Critique and a Paradigm for Research

Lewin, Arie Y.; Zwany, Abram

doi:10.1111/j.1744-6570.1976.tb00426.x

Cited by 71 publications

(48 citation statements)

References 46 publications

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“…The pragmatic interest of these investigators in the best ways to predict future job performance continued to nourish a lively literature on the relation between peer judgments and future behavioral performance. Most of this research has appeared in the pages of such journals as Organizational Behavior and Human Performance and the Journal of Applied Psychology (for reviews see Kane & Lawler, 1978;Lewin & Zwany, 1976). Ratings by peers have been used successfully to predict such diverse criteria as performance as a Naval officer (Hollander, 1965), life insurance sales (measured in dollars, Mayfield, 1972), and sales of data processing systems (Waters & Waters, 1970).…”

Section: Correlations Between Behavior and Judgments Ofpersonalitymentioning

confidence: 99%

Errors and mistakes: Evaluating the accuracy of social judgment.

Funder¹

1987

Psychological Bulletin

799

461

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research on "error" in social judgment has largely supplanted research that addresses accuracy issues more directly. Moreover, this research attracts a great deal of attention because of what many take to be its dismal implications for the accuracy of human social reasoning. These implications are illusory, however, because an error is not the same thing as a "mistake." An error is a judgment of an experimental stimulus that departs from a model of the judgment process. If this model is normative, then the error can be said to represent an incorrect judgment. A mistake, by contrast, is an incorrect judgment of a real-world stimulus and therefore more difficult to determine. Although errors can be highly informative about the process of judgment in general, they are not necessarily relevant to the content or accuracy of particular judgments, because errors in a laboratory may not be mistakes with respect to a broader, more realistic frame of reference and the processes that produce such errors might lead to correct decisions and adaptive outcomes in real life. Several examples are described in this article. Accuracy issues cannot be addressed by research that concentrates on demonstrating error in relation to artificial stimuli, but only by research that uses external, realistic criteria for accuracy. These criteria might include the degree to which judgments agree with each other and yield valid predictions of behavior. The accuracy of human social judgment is a topic of obvious interest and importance. It is only natural to wonder to what degree the judgments we make of the personalities of ourselves and others might be right or wrong, and to desire to improve our accuracy. Nonpsychologists are often surprised and disappointed, therefore, when they begin to take psychology courses and discover that the field has largely foresworn interest in the accuracy issue. The discipline's early, direct interest in accuracy (e.g., Estes, 1938; Taft, 1955; Vernon, 1933) was all but completely stifled some years ago by the publication of a series of methodological critiques by Cronbach (1955), Hastorf and Bender (1952), and others. As a result, according to one authoritative textbook: The accuracy issue has all but faded from view in recent years, at least for personality judgments. There is not much present interest in questions about whether people are accurate... . There is, in short, almost no concern with normative questions of accuracy. On the other hand, in recent years there has been a renewed interest in how, why, and in what circumstances people are inaccurate. (Schneider, Hastorf, & Ellsworth, 1979, p. 224; see also Cook, 1984)' Specifically, the psychology of social judgment has been dominated in recent years by a flood of research on the subject of "error." Studies of error appear in the literature at a prodigious rate, are disproportionately likely to be cited (Christensen-Sza

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Section: Correlations Between Behavior and Judgments Ofpersonalitymentioning

confidence: 99%

Errors and mistakes: Evaluating the accuracy of social judgment.

Funder¹

1987

Psychological Bulletin

799

461

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“…In some cases, the search was simplified by identifying previously published reviews (Kane & Lawler, 1979;Kavanagh, 1971;Lanoy & F,rr, 1980;Lewin & Zwany, 1976;Mabe & West, 1982;Schmidt & Kaplan, 1971;Smith 1976).…”

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confidence: 99%

Job Performance Measurement in the Military: A Classification Scheme, Literature Review, and Directions for Research

Kavanagh¹,

Borman²,

Hedge³

et al. 1987

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“…24 No general explanation of this reliability seems to exist, but a number of specific findings are well documented: (1) friendship plays a minor role; (2) racial bias is to be expected; (3) brief observations of physical appearance and ·manner are highly similar to observations based on considerable prior contact; and ( 4) peer evaluations are stable across poups, or as group composition changes.…”

Section: Alternative Rating Patternsmentioning

confidence: 99%

Performance Appraisal: Behavioralism and Its Discontents

Schwartz¹

1986

CRL

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he literature on performance appraisal has been written largely in terms of two contrasting emphases. On the one hand -are those writers, principally in the fields of business and applied psychology, who propose multitrait-multimethod appraisal systems. This behavioral approach has a rich, half-century history of research, but it has developed unevenly. Investigation of most of the possible types of rating formats has probably been pushed to the limits of its usefulness, while study of organizational factors surrounding the appraisal process is still rudimentary .

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Peer Nominations: A Model, Literature Critique and a Paradigm for Research

Cited by 71 publications

References 46 publications

Errors and mistakes: Evaluating the accuracy of social judgment.

Errors and mistakes: Evaluating the accuracy of social judgment.

Job Performance Measurement in the Military: A Classification Scheme, Literature Review, and Directions for Research

Performance Appraisal: Behavioralism and Its Discontents

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