Abstract
Notes that ratings for performance appraisal are frequently made by supervisors. In the present study, judgments of effectiveness for 153 hospital nurses were obtained from the nurse herself and her peers in addition to her supervisor, using the same rating form. Factor analysis indicated that each rating source could be clearly identified and characterized. The data reaffirm the notion that interrater disagreement may reflect systematic rater bias as well as meaningful differences in the ways in which judgments are made. Implications for comprehensive appraisals are suggested. (29 ref) (PsycINFO Database Record (c) 2006 APA, all rights reserved).
| Original language | English |
|---|---|
| Pages (from-to) | 445-451 |
| Number of pages | 7 |
| Journal | Journal of Applied Psychology |
| Volume | 59 |
| Issue number | 4 |
| DOIs | |
| State | Published - Aug 1974 |
Keywords
- self-ratings vs peer vs supervisor ratings, nature & complexity of job performance evaluations, nurses
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