Observation accuracy for assessors of work-sample performance: consistency across task and individual-differences correlates

Article Abstract:

Consistency and correlates of observation accuracy were examined with videotapes of mechanics performing 2 jet-engine installation tasks. Job experts confirmed errors scripted into selected task steps. Their consensus pass/fail evaluations became target scores for evaluating observation accuracy. Seventy-nine jet-engine mechanics viewed the videotapes, made pass/fail ratings on each task step, and completed cognitive, personality, rating-style, and task-effort measures. Hit rate, false-alarm rate, and bias indexes were more consistent across the two tasks than in previous research on performance-evaluation accuracy. A discrimination index was less stable. The pattern of individual-differences correlates of observation accuracy was for the most part different from the pattern found in research on performance evaluation and person perception. (Reprinted by permission of the publisher.)

Usage, Human resource management, Management research, Statistical sampling, Sampling (Statistics)

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The evaluation gap in performance perceptions: illusory perceptions of groups and individuals

Article Abstract:

Four laboratory studies documented significant performance illusions for individuals and group members. After completing a task, most individuals typically rank their performance below the median (a negative performance illusion) and most group members rank their group performance above the median (a positive performance illusion). This evaluation gap surfaced in all studies; group members consistently assign their group a higher rank than individuals assign themselves. This gap contradicts a number of theories assuming that group biases merely extend individual biases. (Reprinted by permission of the publisher.)

Performance standards, Job performance standards

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