The relationship between education level and performance ratings of campus police officers

1997 ◽  
Vol 12 (2) ◽  
pp. 15-18 ◽  
Author(s):  
John E. Michals ◽  
James M. Higgins
Keyword(s):  
Police Officers ◽  
Education Level ◽  
Performance Ratings ◽  
Campus Police ◽  
And Performance ◽  
The Relationship

Use of the MMPI-2 to predict the employment continuation and performance ratings of recently hired police officers

1998 ◽  
Vol 13 (1) ◽  
pp. 40-44 ◽  
Author(s):  
William U. Weiss ◽  
Gerald Serafino ◽  
Ann Serafino ◽  
Walt Willson ◽  
Steve Knoll
Keyword(s):  
Police Officers ◽  
Performance Ratings ◽  
And Performance

Academic Job Involvement and Performance: Another Look

1985 ◽  
Vol 57 (3) ◽  
pp. 1007-1012 ◽  
Author(s):  
Samuel Rabinowitz
Keyword(s):  
Business Students ◽  
Job Involvement ◽  
Performance Ratings ◽  
Final Grade ◽  
Upper Level ◽  
And Performance ◽  
The Relationship

The relationship between academic job involvement and performance was explored in a sample of 80 upper-level business students. Data relating to academic job involvement (a modification of a job-involvement measure), final grade, GPA, performance ratings for self and peers, number of absences, and effort were collected. Significant correlations were .24 between academic job involvement and final grade, -.26 number of absences, and .34 effort. These results are discussed in light of prior research and implications for further exploration are identified.

Effect of Reciprocal Leniency on the Relation between Consideration Scores from the Leader Behavior Description Questionnaire and Performance Ratings

1987 ◽  
Vol 60 (2) ◽  
pp. 479-487 ◽  
Author(s):  
H. John Bernardin
Keyword(s):  
Leader Behavior ◽  
Response Style ◽  
Performance Ratings ◽  
Questionnaire Form ◽  
Behavior Description ◽  
And Performance ◽  
The Relationship

This study tested the hypothesis that “reciprocal leniency” moderated the relationship between Consideration scores on the Leader Behavior Description Questionnaire—Form XII and performance ratings. Reciprocal leniency was defined as a response style in which scores on the questionnaire are affected by harsh, lenient, or fair ratings made by the supervisor. Results partially supported the hypothesis.

Perceived Goal-Difficulty, Locus of Control, and Performance Ratings

1988 ◽  
Vol 63 (2) ◽  
pp. 475-482 ◽  
Author(s):  
William J. Bigoness ◽  
Kimberlee M. Keef ◽  
Philip B. Du Bose
Keyword(s):  
Locus Of Control ◽  
Performance Ratings ◽  
Inverse Relation ◽  
Significant Relation ◽  
Entire Sample ◽  
Control Scale ◽  
Goal Difficulty ◽  
Nurses Perceptions ◽  
And Performance ◽  
The Relationship

This study examined the moderating effect of locus of control upon the relationship between perceived goal-difficulty and performance ratings. Across the entire sample of 108 registered nurses, perceived goal difficulty was not significantly related to performance, whether assessed by self-ratings or supervisors' ratings. Locus of control, however, significantly moderated the relation between perceived goal-difficulty and self-ratings of performance. Among nurses who scored lower on the locus of control scale, indicating an internal orientation, there was a positive and statistically significant relation between perceived goal-difficulty and self-ratings of performance. On the other hand, among nurses scoring higher on the locus of control scale, indicating an external orientation, there was an inverse relation between perceived goal difficulty and self-ratings of performance. In addition, locus of control was weakly associated with supervisors' evaluations, self-evaluations, and nurses' perceptions of goal-difficulty. Magnitudes of rs ranged from −.19 to .15.

scholarly journals Ability-Enhancing Practices and Organisational Performance: Does Justice Perception Moderate the Relationship in The Context of Police Force in Nigeria?

2020 ◽  
Vol 16 (28) ◽  
Author(s):  
Idowu Owoeye ◽  
David Kiiru ◽  
Jedidah Muli
Keyword(s):  
Criminal Justice ◽  
Criminal Justice System ◽  
Police Officers ◽  
Justice System ◽  
Performance Outcomes ◽  
The Body ◽  
Police Force ◽  
Justice Perception ◽  
And Performance ◽  
The Relationship

The knowledge, skills, and abilities constituting employee characteristics are often described as the capacity needed by a firm to attain competitive advantage which in turn occasions performance outcomes at various firm’s levels. While evidence of significant and insignificant relationships between ability-enhancing practices and performance outcomes at firm’s levels has been registered across organisational contexts in human resource management literature, such evidence remains limited and anecdotal in the context of criminal justice system in Nigeria. Using a survey data from 321 police officers, this study investigated the interactional effect of justice perception on the relationship between ability-enhancing practices and performance of police force in Nigeria. The study adopted both descriptive and explanatory designs, and the study instruments were adapted. The validity and reliability of the study instruments were determined via Principal Component Analysis, and thereafter data collected were analysed employing both descriptive and inferential statistical methods with the aid of analytical tool of Statistical Package for Social Sciences. The moderating effect of justice perception was established using PROCESS macro and the results were interpreted using Baron and Kenny’s (1986) approach for determining mediation effect. The results of the analysis revealed that the performance of police force in Nigeria was predicted by composite construct of ability enhancing practices, and the relationship was completely moderated by justice perception. The results also revealed significant effects of rigorous recruitment and selection, and coaching on performance of police force, however, insignificant effects of job rotation and mentoring practices were found with performance of police force in Nigeria. The study contributes to the body of empirical knowledge that individual’s perception of fairness of the implemented organisational systems to enhance employee knowledge, skills, and abilities is vital to the attainment of favourable performance outcomes. The institution of Criminal Justice System can leverage on the findings of this study to improve human capital development so as to attain desired performance outcomes.

A Meta-Analysis of the Relationship Between Rater Liking and Performance Ratings

2013 ◽  
Vol 26 (5) ◽  
pp. 409-429 ◽  
Author(s):  
Ashley W. Sutton ◽  
Sean P. Baldwin ◽  
Lauren Wood ◽  
Brian J. Hoffman
Keyword(s):  
Meta Analysis ◽  
Performance Ratings ◽  
And Performance ◽  
The Relationship

Employee performance appraisals

2019 ◽  
Vol 27 (5) ◽  
pp. 38-40
Keyword(s):  
Employee Performance ◽  
Performance Appraisals ◽  
Performance Ratings ◽  
Content Type ◽  
The Social ◽  
Pertinent Information ◽  
And Performance ◽  
The Individual ◽  
The Relationship ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Traditional ritualistic annual appraisals are no longer favored, with many companies loosening the relationship between performance ratings and pay. The social and psychological aspects of appraisals are often overlooked. A balance of informal and formal processes is important, with continual feedback and dialogue. The skillset of managers is key to ensuring employees feel satisfied with the process and view outcomes as being fair. A good employment relationship thus leads to increased employee cooperation and performance, and increased outcomes for both the individual and the organization. Originality The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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