Role of early supervisory experience in supervisor performance

Article Abstract:

This research explores the role of early supervisory experience and cognitive ability in first-line supervisor performance. Similar to F.L. Schmidt, J.E. Hunter, and A.N. Outerbridge's (1986) study of nonsupervisors, this research tested structural models hypothesizing relationships among supervisory experience, cognitive ability, supervisory knowledge and proficiency, and performance ratings, using a sample of 570 second-tour solders. The Schmidt et al. model with an additional ability-experience path provided the best fit. The significant ability-experience path was interpreted as indicating that demonstrated ability contributes to soldiers being given the opportunity to obtain supervisory experience. Experience had a greater impact on supervisor proficiency than on supervisor knowledge. Ability had a greater impact on supervisor knowledge than on proficiency. Discussion focuses on the personal characteristics that might be involved in being assigned supervisory responsibilities. (Reprinted by permission of the publisher.)

Influence, Supervisors, Experience

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Three approaches to the investigation of subgroup bias in performance measurement: review, results, and conclusions

Article Abstract:

Three methods of assessing subgroup bias in performance measurement commonly found in the literature are identified. After a review of these approaches, findings are reported from analyses of data collected in the United States Army's Project A (J.P. Campbell, 1987). Correlations between nonrating performance measures and supervisor ratings were generally not moderated by race, but correlations between nonrating indicators of negative performance and ratings assigned by peers were. In addition, significant interactions between rater and ratee race on performance ratings were not eliminated when variance in the nonrating meaures was removed from the ratings provided by Black and White raters. Conclusions about the magnitude and nature of bias in supervisor and peer ratings are discussed. (Reprinted by permission of the publisher.)

Occupations

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Examination of race and sex effects on performance ratings

Article Abstract:

The effects of rater source, rater and ratee race, rater and ratee sex, and job type were investigated on ratings collected for 8,642 first-term soldiers. Results of between-subjects analyses similar to those conducted in past research revealed significant main effects and interactions for sex, race, rater source, and job type, but the variance accounted for by these effects was minimal. Repeated measures analyses were also performed, with each ratee evaluated by one Black and one White rater for the race effects analyses and one female and one male rater for the sex effects analyses. These analyses, which unconfounded rater bias and actual performance differences, yielded results similar to those obtained with the between-subjects design. Implications of the findings are discussed. (Reprinted by permission of the publisher.)

Employment discrimination, Industrial psychology, Industrial-organizational psychology

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