Immediate and delayed primacy and recency effects in performance evaluation

Article Abstract:

Serial position of a single poor or good performance was manipulated in a series of average performances to examine its effect on performance ratings. In Study 1, 333 undergraduate Ss viewed four videotaped lectures in one session. Overall performance ratings showed a recency effect when good performance occurred last. In Study 2, 208 Ss made observations over 4 days. The recency effect was significant when poor performance occurred last. Interpretation of results was based on (a) the attention decrement hypothesis, which suggests that recency effects result when Ss maintain attention, and (b) the finding of greater weighting of negative information in the selective interview (Schmitt, 1976; Webster, 1982). Ratings of the single inconsistent performance indicated an assimilation effect. A recent poor or good inconsistent performance was rated more similarly to preceding average performance. A schema appears to bias inconsistent extreme performance toward the stable impression already established. (Reprinted by permission of the publisher.)

Performance, Attention (Psychology), Attention

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Fairness reactions to personnel selection techniques in France and the United States

Article Abstract:

The authors examined the bases for fairness reactions to different selection practices and considered cross-cultural differences in these reactions by comparing respondents from 2 cultures. College students (N=259) from France and the United States rated the favorability of 10 selection procedures and then indicated the bases for these reactions on 7 procedural dimensions. Selection decisions based on interviews, work-sample tests, and resumes were perceived favorably in both cultures. Graphology was perceived more favorably in France than in the United States, but even French reactions toward graphology were somewhat negative. The perceived face validity of the selection procedure was the strongest correlate of favorability reactions among both samples. Beyond comparing the results from each culture, the discussion addresses implications for multinational companies establishing selection systems in foreign countries. (Reprinted by permission of the publisher.)

France, International aspects, Recruiting, Corporations, Employee selection, Fairness, Corporations, French

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Distributional ratings of performance: further examination of a new rating format

Article Abstract:

We examined several aspects of construct validity evidence for a distributional rating format by comparing it with a Behavioral Observation Scale (BOS) rating form and determining whether raters were sensitive to differences in performance variability. Raters were assigned to 1 of 2 instructional procedures, 1 of 2 form orderings (BOS or distributional rating first), and 1 of 5 conditions of performance variability. Ss rated an instructor's performance after viewing 4 videotaped excerpts of his lectures. Mean ratings were lower using the distributional format relative to the BOS format. The distributional ratings indicated that Ss were sensitive to the different variability conditions. We discuss the potential of distributional ratings for providing a richer source of performance information than more traditional ratings. (Reprinted by permission of the publisher.)

Employee performance appraisals, Performance appraisals

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