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Abstract: . . . performance psychology Page 1 Chapter 7 Appraisal - 1 INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY CHAPTER 7 - PERFORMANCE APPRAISAL PERFORMANCE V. EFFECTIVENESS Four . . . . . . Seldom Sometimes Generally Always Relevance of judgmental Data - does it measure the true variable be rated. And is that variable relevant to job performance . Page 6 Chapter 7 Appraisal - 6 Rater Training - training . . . . . . training. Rater motivation. Willingness v. capacity to rate. “Appraisal politics.” Contextual Performance (organizational citizenship behavior or extra-role behavior). Self-Assessments. Peer assessments. Peer nomination. . . . . . . and establishing reason for termination. Personnel research - many of the criterion related studies of I/O Psychology are derived from performance appraisals (developing tests and predictors). Performance appraisal . . . . . . assessments. Peer nomination. Peer ratings. Peer rankings. 360-degree feedback (multi-source feedback) Page 7 Chapter 7 Appraisal - 7 Three dimensions. People. Change. Structure. Feedback of appraisal information to employees. . . . --1069,5,107,1393,5344
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