A Comparison of Self-and Superior-Appraisals of Divisional Level Managers' Performance in Selected Australian Companies

Teoh Hai Yap

Abstract


This study reported the results of a comparison between self- and superior appraisals of divisional level managers' performance in selected Australian manufacturing companies, in terms of four psychometric properties: leniency errors, halo effects, convergent validity and discriminant validity. Significant differences existed between the managers' and their superiors' appraisals
based on these criteria. The findings from this study provided further evidence on the performance appraisals issue and suggested that the exclusive use of the self-appraisal method in performance evaluation research should be viewed with caution. Further research using different settings and at different organisational levels would be warranted.

ABSTRACT
Kajian ini melaporkan keputusan perbandingan diantara penilaian diri dengan penilaian ketua ke atas prestasi pengurus-pengurus separa bahagian di dalam syarikat-~yarikat pembuatan Australia, dari segi empat Psikometrik,iaitu ralat kesan halo, kesahan konvergen dun kesahan diskriminasi Terdapat perbezaan bermakna di antara penilaian pengurus-pengurus dengan penilaian ketua-ketua mereka berdasarkan kriteria-kriteria berkenaan.Penemuan kajian ini menambahkan lagi bukti ke atas isu-isu penilaian prestasi dan mencadangkan yang penggunaan exclusive kaedah penilaian diri dalam penyelidikan penilaian prestasi perlu digunakan dengan berhati-hati. Kajian lanjut dianjurkan dengan menggunakan situasi dan para organisasi yang berlainan.


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