Psychology 2660A/B Chapter Notes - Chapter 4: 360-Degree Feedback, Performance Appraisal, Job Performance

• School: Western University
• Department: Psychology
• Course: Psychology 2660A/B
• Professor: John Meyer

Document Summary

Performance appraisal: criterion: evaluative standard of comparison of good performance. Ultimate (theoretical) criterion:encompassing all performance standards constituting success on a job. Actual (operational) criterion measure to reflect ultimate criteria as. Bernardin&beatty (1984):>25 charac. measuring criteria effectiveness: relevance:deg. to which actual related to ultimate. Contamination measuring something other than what intended. 2. reliability: deg. of consistency in measurement - 3. sensitivity:extent distinguish btw effective /ineffective performers. 4. practicality: extent to which can/will be used by decision makers. 5. fairness: extent to which employees perceive criteria to be legitimate, accurate, applied consistently. Criterion complexity problem:performance is multi-faceted but personnel decisions often require overall evaluation. Composite criterion: combine individual criteria - single score. Criterion breadth problemtypical job performance models focus only on task performance (in- role performance, work-related- techn operation of organization, work to rule) organizational effectiveness requires contextual performance (extra-role performance, ocb, voluntary, social environment )- borman & motowidlo.