多面観察評価における行動評定スコアの潜在的構造

概要

論文の詳細を見る
This study estimated the effects of the following 5 factors on the multi-observer ratings of ratees' job performance; the ratee's general level of performance, the ratee's performance on the specific dimension, the rater's idiosyncratic rating tendencies, the rater's organizational perspective, and random error. The job performance ratings were gathered for developmental or administrative purposes in Japanese organizations with an assessment tool; MOA-M (Multi-Observer Assessment provided by Recruit Management Solutions Co., Ltd.). The data set analyzed in this study consists of 1380 managers' data each rated by 2 bosses, 2 peers, 2 subordinates, and self. The results indicated that idiosyncratic rater effect dominated over half of rating variance in the data set. The ratee performance levels in both general and dimensional factors explained less than 25% of the variance. The average random error effect was 15%. These results were considered to generally coincide with the prior research results reported by Scullen et al.(2000). This is the first study focusing on the latent structure of job performance ratings in Japan.
経営行動科学学会の論文
2005-03-30