Supervisor-Subordinate Age Dissimilarity and Performance Ratings: The Buffering Effects of Supervisory Relationship and Practice

2010 ◽  
Vol 71 (3) ◽  
pp. 231-258 ◽  
Author(s):  
Beatrice I. J. M. Van Der Heijden ◽  
Dora Scholarios ◽  
Esther Van Der Schoot ◽  
Piotr Jedrzejowicz ◽  
Nikos Bozionelos ◽  
...  
Keyword(s):  
Performance Ratings ◽  
Supervisory Relationship ◽  
And Performance ◽  
Buffering Effects

The Future of Performance Ratings: Collected Thoughts From Six Emerging Scholars

2016 ◽  
Vol 9 (2) ◽  
pp. 334-337
Author(s):  
Andrew M. Bleckman ◽  
Sarah N. Guarino ◽  
Wesley Russell ◽  
Eileen C. Toomey ◽  
Paul M. Werth ◽  
...  
Keyword(s):  
Performance Appraisal ◽  
Work Performance ◽  
Performance Ratings ◽  
Final Examination ◽  
Next Generation ◽  
General Survey ◽  
The Future ◽  
And Performance ◽  
Appraisal Processes

During the fall 2015 semester, I (i.e., the last author of this response) taught a doctoral seminar on performance appraisal. Although this course was a general survey of research and theory regarding work performance and performance appraisal processes and methods, we also talked extensively about the value of performance ratings to organizations, raters, and ratees. It was indeed serendipitous that this focal article came out when it did. As part of the final examination requirements (and, admittedly, as a pedagogical experiment), I asked the six PhD students in this course (i.e., the first six authors of this response) to read and respond to the Adler et al. (2016) debate regarding the relative merits of performance ratings. To highlight the perspectives of this next generation of industrial and organizational psychologists, I have collected here various representative comments offered by each of these emerging scholars on this issue.

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

New Wrinkles in The Theory of Age: Demography, Norms, and Performance Ratings

1988 ◽  
Vol 31 (2) ◽  
pp. 309-337 ◽  
Author(s):  
Barbara S. Lawrence
Keyword(s):  
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.

Effects of feedback motives on inquiry and performance

2015 ◽  
Vol 30 (2) ◽  
pp. 199-215 ◽  
Author(s):  
Jason Dahling ◽  
Alison L O'Malley ◽  
Samantha L Chau
Keyword(s):  
Image Enhancement ◽  
Task Performance ◽  
Public Image ◽  
Performance Ratings ◽  
Future Research ◽  
Feedback Seeking ◽  
Feedback Environment ◽  
Content Type ◽  
Seeking Behavior ◽  
And Performance

Purpose – The purpose of this paper is to examine how two motives for feedback-seeking behavior, the instrumental and image enhancement motives, impact the feedback-seeking process and supervisor ratings of task performance. Design/methodology/approach – Correlational data were collected from supervisor-subordinate dyads and analysed with path analysis. Findings – Results show that perceptions of a supportive supervisory feedback environment are associated with both higher instrumental and image enhancement motives. The instrumental motive fully mediates the relationship between the feedback environment and feedback-seeking behavior. However, the positive effect of feedback-seeking behavior on task performance ratings made by supervisors is only significant when the image enhancement motive is low. Contrary to expectations, no direct or moderating effects were found for the instrumental motive on performance ratings. Practical implications – These results demonstrate that many instances of feedback-seeking behavior are motivated by a desire to enhance one’s public image, and that high image enhancers can earn strong performance ratings even with low feedback-seeking behavior. Overall, the findings highlight the critical importance of measuring employees’ motives in research on feedback and performance management. Originality/value – This is the first study to explicitly examine how motives mediate and moderate the relationships between feedback environment perceptions, feedback-seeking behavior, and performance in the workplace. The findings suggest that future research on feedback-seeking behavior should measure and model the effects of motives on feedback processes.

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