Performance Evaluation in Work Settings
Document Type
Book Chapter
Publication Date
2001
Digital Object Identifier (DOI)
https://doi.org/10.1016/B0-08-043076-7/01398-X
Abstract
This entry describes issues in developing performance criteria and measuring the job performance of individual organization members. These issues include standards for creating good performance criterion measures, whether multiple criteria or a composite criterion measure is more appropriate, and concerns about how broadly to define job performance. Different types of performance measures are discussed such as objective (e.g., production rates) and subjective (e.g., supervisory ratings) measures. Because performance ratings are by far the most often used evaluation technique in work settings, issues surrounding ratings are discussed in some detail. These include problems with rating errors (e.g., halo), studies of the accuracy of performance ratings, the development of different rating formats, and the usefulness of different rating sources (e.g., peers, supervisors, etc.). Finally, current and future trends are touched upon, most notably the development of performance models to enhance the scientific study of job performance.
Was this content written or created while at USF?
Yes
Citation / Publisher Attribution
Performance Evaluation in Work Settings, in N. J. Smelser & P. B. Baltes, (Eds.), Encyclopedia of the Social and Behavioral Sciences, p. 11236-11240
Scholar Commons Citation
Borman, Walter C., "Performance Evaluation in Work Settings" (2001). Psychology Faculty Publications. 1074.
https://digitalcommons.usf.edu/psy_facpub/1074
