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Relationships between Contextual and Task Performance and Interrater Agreement: Are There Any?
Luis F Díaz-Vilela1, Naira Delgado Rodríguez1, Rosa Isla-Díaz1
1Department of Cognitive, Social and Organizational Psychology, La Laguna University, San Cristóbal de La Laguna, Spain.
Plos One
|October 17, 2015
Summary
This study on work performance found that task performance correlations only appear when self-appraisal bias is controlled. Intraclass correlation analyses reveal only self-performance measures are consistent, highlighting issues in performance appraisal development and interrater agreement.
Area of Science:
- Work and Organizational Psychology
- Human Resources Management
Background:
- Work performance is a critical dependent variable in organizational psychology.
- Accurate performance appraisal is essential for employee development and organizational effectiveness.
Purpose of the Study:
- To explore relationships between citizenship and task performance using multiple appraisers.
- To assess the consistency of performance measures via intraclass correlation coefficients.
- To investigate the impact of self-appraisal bias on performance correlations.
Main Methods:
- Utilized intraclass correlation coefficients for consistency analysis.
- Developed job-family-specific performance appraisal questionnaires (self, supervisor, peer).
- Included measures for both task and citizenship performance.
Main Results:
- Significant correlations between task performance measures emerged only after controlling for self-appraisal bias.
- Intraclass correlation analyses indicated consistency in self-performance measures (task and contextual).
- Interrater agreement for performance measures was found to be lacking.
Conclusions:
- Findings suggest challenges in developing reliable performance appraisal instruments.
- The role of appraisers and the choice of consistency analysis methods are crucial.
- Self-appraisal bias significantly impacts the perceived relationships in performance data.
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