Being held accountable for one's views in an ambiguous situation has been found to increase cognitive processing and reduce possible biases often pervasive in performance appraisals (Tetlock, 1983a). The present study examined the effects of making raters more accountable for their performance ratings through expectations of a supervisory review. Two types of accountability were manipulated. Interpersonal accountability induced subjects to believe that they would receive feedback based on their justifications of their ratings. Reward accountability subjects expected that they would receive a reward based on the quality of their ratings compared to true performance scores. Half of the subjects were also told that the supervisor gave the ratee a negative performance rating. 191 female subjects rated an interviewer's performance after receiving accountability and view manipulations. Results indicated that subjects who received accountability manipulations in conjunction with the view gave more unfavorable ratings and were less accurate on Cronbach's (1955) elevation component of accuracy than no accountability and/or no view groups. Accountable subjects who did not receive the view were expected to increase cognitive processing. These hypotheses pertaining to increases in cognitive complexity and dimensional accuracy were not supported. Although unexpected, interpersonal accountability in conjunction with reward accountability prevented a decrement in processing when given the view. A biased versus unbiased vigilant processing hypothesis was proposed to explain these results. Possible limitations are also proposed as well as implications for future research. / Master of Science

This research extends the work of Donlin (1990), which found that individuals are biased toward recalling negative feedback. Two self-motive theories, self-enhancement theory Jones & Gerard,1973), and Competence motivation theory (White, 1959) were tested in an attempt to determine which of these two theories could best account for the Donlin findings. Self-enhancement theory predicts that individuals want to see themselves in the best possible light, and will therefore, recall positive information about themselves. Donlin argued self-enhancing subjects may attempt to discount the validity of negative feedback in order to facilitate the maintenance of a positive self-image, which leads to deeper processing of negative information. Competence motivation theory predicts that people are selfmotivated to master their environment, and will recall information that helps to attain this goal. It was hypothesized that if recall of performance appraisal feedback was tested in both an immediate and a delayed recall condition, at time one, both theories would predict superior recall of negative information. At time two, competence motivation theory would predict superior recall of negative information, self-enhancement theory, however, would predict superior recall of positive information because negative information should have been successfully discounted. The results do not support the findings of the Donlin study, and indicate a surprising trend. Subjects seem to recall information consistent with their self-image after a time delay. Subjects low in self-reported expectancy for success on the performance tasks recalled more negative information, and subjects high in self-reported expectancy for success on the performance tasks recalled more positive information. These findings provide support for another self-motive theory, self-consistency theory (Ross, Lepper, & Hubbard, 1975). Possible explanations for these unexpected findings and its implications for the performance appraisal process are discussed. / Master of Science

This research addresses the dual aims of selection research: the understanding and prediction of job performance. Two areas of research regarding criterion construct validity are examined and a research model is developed in an attempt to integrate this literature. This research model formalizes suggestions made by James (1973) and sets forth different levels, referents, and methods for criterion validation. A series of hypotheses regarding the interrelationships among alternative job performance measures and the relationships between criteria and predictors are presented. A longitudinal study was conducted to test this Job Performance Model in a field setting. Five measures of job performance and six ability tests for performance prediction were examined for sewing machine operators in a garment manufacturing plant. Data analyses indicated: High convergent validity among multiple methods of job performance measurement when the level of specificity was matched; Low to insignificant predictability of the alternative job performance criteria; and Differential prediction of job performance, depending on the method and referent for performance evaluation. lt was concluded that measurement characteristics of job performance criteria represent boundary conditions for subsequent prediction. The model presented here has merit for addressing the interrelationships among multiple performance criteria as well as the relationships between criteria and performance predictors. / Ph. D. / incomplete_metadata

This thesis proposed to improve an existing performance measurement methodology called the "General Measurement Methodology (GMM)." The GMM as well as its variations have been used in organizations to design a measurement effort to support performance improvement. It has evolved over a number of years and is currently being researched at the International Productivity Center (IPC). In order to attain its objective, this research adopted a case study approach supported by data from the literature as well as an expert panel. Three cases were considered to collect data on performance measurement system design and implementation. Two of these organizations (IPC and Acme Manufacturing Company) have used the GMM to set up performance measurement systems. The third case study (Golden State Power and Light {GSP&L}) was selected to lend another perspective to measurement system design since it used another approach or methodology. Site visits were made to each case study and data was collected primarily using the unstructured interview. The literature contributed more perspectives on how organizations measure performance. Responses from an expert panel of fourteen people enhanced the data base even further. Data from each of the above sources have been collected and processed. As explained in Chapter 6, the research design adopted had to be altered toward the end since the development and validation of the improved GMM was difficult. The strength and advantages of the improved version could not be completely verified. However, the conclusions of this thesis include a comprehensive description of the knowledge, wisdom and insight gained about measurement. A roadmap (based on the information acquired) toward effective measurement system design, development and implementation has also been presented. / Master of Science

M. Tech. Business Administration / Over the past few years, there has been increasing evidence in the literature on performance management of the importance of performance management (PM) as a tool to increase desired employee outcomes. The South African public service is facing significant challenges on several fronts in sustaining its human resource management so that it will be instrumental in providing quality service delivery to all public stakeholders in the 21st century. The continued success of any public institution in the service industry depends on its employees' contribution and commitment. This means that human resources are a vital resource that contributes to a public institution's effectiveness. In order to improve service delivery in the public sector, performance management was introduced as a means of improving employee outcomes in the Water Trading Entity (WTE). The purpose of this study was to investigate how the current performance management practices within the WTE (e.g., providing employees with feedback on strengths and weaknesses; development needs; resources needed by employees; as well as opportunities for monitoring) are related to the achievement of specific desired performance outcomes. The research was undertaken in the WTE that operates within the Department of Water Affairs.

Thesis (MComm)--Stellenbosch University, 2012. / As a means to measure job performance, performance appraisal plays a central role in effective individual and organisational management (Behn, 2003). Sound performance management and performance measurement are fundamental to a productive workplace and critical for a high-performing organisation (Jordan, 2002). Performance appraisal research has shifted its emphasis from psychometric issues to the examination of rater cognitive processes and the social and contextual variables which affect performance evaluation. Since raters are important factors in successful performance measurement, one line of research has investigated the effect of similarity, between rater and ratee, on subsequent performance ratings. These studies have mostly relied on similarity measures based on physical similarity characteristics, such as demographic variables. The inconclusive nature of these studies’ findings suggests that the complexity of interpersonal similarity and its effect on ratings has most likely been oversimplified. In the social-cognition literature, substantial evidence exists that rater-ratee acquaintance shifts the focus of similarity judgment to “deeper”, sometimes unobservable, characteristics, like values, motives and attitudes. This research study investigates whether rater-ratee similarity in Big Five personality traits unduly influences task-orientated performance ratings. Self-report personality data (IPIP; Goldberg, 2006) were collected from university lecturers and their students (N = 152). Actual lecturer task performance assessment data (end-of-semester student feedback ratings) were gathered concurrently. Data were analysed through polynomial regression analysis and response surface methodology. Results indicated that ratee (i.e., lecturer) extraversion (r = .357), conscientiousness (r = .413) and openness (r = .178) had significant main effects on average performance ratings. Also, rater-ratee personality similarity in extraversion (p < .001), neuroticism (p < .01) and openness (p < .001) had a significant effect on performance ratings, with the effects of agreeableness and conscientiousness also approaching significance. The present study further extends earlier research by using task performance ratings as criterion measures — as opposed to earlier studies that used contextual performance ratings — and also used “upward” ratings of seniors, instead of peer- or ‘downward’ ratings of performance, as was done in earlier studies of personality similarity effects. The results suggest that (a) earlier conclusions that personality similarity does not affect performance ratings seem to be premature, (b) more research is needed to investigate why personality similarity affects ratings and last, (c) we do not yet understand the boundary conditions that affect this phenomenon.