Improving the Accuracy of Performance rating: The effects of Process Accountability and Frame of Reference Training
博士 === 國立中央大學 === 人力資源管理研究所 === 97 === Most performance appraisal systems lack the force of rater’s accountability. Lacking rater’s accountability leads a lot of rating bias. These results not only affect the function of performance appraisal but also affect the later relevant human resource practic...
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| Format: | Others |
| Language: | zh-TW |
| Published: |
2009
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| Online Access: | http://ndltd.ncl.edu.tw/handle/v99gx3 |
| Summary: | 博士 === 國立中央大學 === 人力資源管理研究所 === 97 === Most performance appraisal systems lack the force of rater’s accountability. Lacking rater’s accountability leads a lot of rating bias. These results not only affect the function of performance appraisal but also affect the later relevant human resource practices. The main focus of this study is about the relationships between rater’s process accountability , frame of reference training and rating accuracy.One hundred and thirty one raters were assigned to process accountability or no process accountability condition and either to a FOR training or no FOR training condition. Results showed that when raters who were asked to take process accountability,the raters provided less rating leniency compared to raters who were not asked to take process accountability. In training condition, raters who were trained by FOR training provided higher rating accuracy compared to raters who were not trained by FOR training. Process accountability and FOR training both have positive inferences for rating results. The interaction effect of process accountability and FOR training is significant to the rating accuracy.The study results also provide some empirical implications.
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