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Peer evaluation as a predictor of future success.

机译：同行评估是未来成功的预测指标。

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摘要

The changing context of work and organizations is impacting in a dramatic way on the structures and functions in the workplace, including methods of employee performance appraisal. The growing interest in multi-rater appraisals and the increased emphasis on groups and teams have prompted much discussion on peer evaluations. Peer evaluation is not a new concept, and it remains somewhat controversial. There are some views that peers are better judges of their fellow workers than are the supervisors who evaluate their performance. These types of assessment have been used for years in the military as measures of program completion or short term success. This study was designed to examine peer evaluation as a predictor of success in the long term.; This study tested the hypothesis that peer evaluations received by cadets at West Point, over twenty-four years ago, related positively to the relative success of the graduates in their careers as officers in the United States Army. Concurrently, peer evaluations were compared with other measures of cadet potential or achievement to see if Peer Evaluations were the best predictors of future success. The other measures were Tactical Officer Ratings, Cadet Rank, General Order of Merit, and Grade Point Average. “Success” was defined in terms of highest grade achieved, highest level of military schooling, and highest level of command.; The data base was drawn from the United States Military Academy Class of 1976. Three hundred and seventy graduates met the criteria for Army career officers used in the study. Career officers were defined as those who remained on active duty beyond the grade of Captain (Majors and above) and who were members of combat, combat support, or combat service support branches. Records of their progress in meeting the various levels of achievement were examined covering the period from 1976 until the year 2000.; Analysis of Variance (ANOVA) was used to compare the independent cadet measures with the career measures of success. Post hoc tests were employed to more narrowly identify significant variances among groups of measurements. The results showed that Peer Evaluation was a positive indicator of career success in all three categories, and that among other cadet measures, it was the strongest predictor.
机译：工作和组织的不断变化的环境正在对工作场所的结构和功能（包括员工绩效评估方法）产生巨大影响。人们对多评分者评估的兴趣日益浓厚，对小组和团队的重视也日益加深，引发了有关同行评估的大量讨论。同行评估并不是一个新概念，它仍然存在争议。有观点认为，同龄人比评价他们绩效的上司更好地是对同工的判断。这些类型的评估已在军队中用作计划完成或短期成功的衡量标准。本研究的目的是检验同行评估是否可以长期成功。这项研究检验了以下假设：二十四年前，西点军校学员收到的同伴评估与毕业生在美国陆军中的职业相对成功成正比。同时，将同伴评价与学员潜力或成就的其他度量进行比较，以查看同伴评价是否是未来成功的最佳预测指标。其他措施包括战术官评分，学员等级，总功绩和平均绩点。 “成功”的定义是最高学历，最高军事教育水平和最高指挥水平。该数据库摘自1976年美国军事学院班级。三百零七名毕业生符合研究中所用陆军职业军官的标准。职业军官的定义是那些在机长（少校及以上）职后仍在职的人员，并且是战斗，战斗支援或战斗服务支援部门的成员。审查了从1976年到2000年期间他们在实现各种成就水平方面取得的进展的记录。方差分析（ANOVA）用于比较独立学员的测评和成功职业的测评。事后检验用于更狭窄地确定测量组之间的显着差异。结果表明，同伴评估在所有三个类别中都是职业成功的积极指标，而在其他学员评估中，它是最强的预测指标。

著录项

  • 作者

    Gerard, Robert Joseph.;

  • 作者单位

    The Pennsylvania State University.;

  • 授予单位 The Pennsylvania State University.;
  • 学科 Political Science Public Administration.; Business Administration Management.; Psychology Industrial.
  • 学位 Ph.D.
  • 年度 2002
  • 页码 147 p.
  • 总页数 147
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 政治理论;贸易经济;工业心理学;
  • 关键词

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