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Teams and performance appraisal Using metrics to increase reliability and validity

Teams and performance appraisal Using metrics to increase reliability and validity Inter‐rater agreement in a peer performance evaluation system was analyzed using a sample of 44 individuals who rated focal persons in seven teams. Objective information concerning individual performance on multiple choice tests, as well as information gleaned from individual contributions to team testing and team graded exercises, resulted in high inter‐rater reliabilities (assessed via ICCs) and strong criterion related validity for the performance evaluation instrument. A discussion centers on the effect of providing objective job performance information to evaluation participants. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Team Performance Management Emerald Publishing

Teams and performance appraisal Using metrics to increase reliability and validity

Team Performance Management , Volume 5 (8): 7 – Dec 1, 1999

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Publisher
Emerald Publishing
Copyright
Copyright © 1999 MCB UP Ltd. All rights reserved.
ISSN
1352-7592
DOI
10.1108/13527599910304912
Publisher site
See Article on Publisher Site

Abstract

Inter‐rater agreement in a peer performance evaluation system was analyzed using a sample of 44 individuals who rated focal persons in seven teams. Objective information concerning individual performance on multiple choice tests, as well as information gleaned from individual contributions to team testing and team graded exercises, resulted in high inter‐rater reliabilities (assessed via ICCs) and strong criterion related validity for the performance evaluation instrument. A discussion centers on the effect of providing objective job performance information to evaluation participants.

Journal

Team Performance ManagementEmerald Publishing

Published: Dec 1, 1999

Keywords: Teams; Team leaders; Performance appraisal; Quantitative methods; Reliability

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