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首页> 外文学位 >The effects of consensus process expectations and rater training strategies on rater accuracy, interrater agreement, and behavior recall in an assessment center simulation.
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The effects of consensus process expectations and rater training strategies on rater accuracy, interrater agreement, and behavior recall in an assessment center simulation.

机译：在评估中心模拟中，共识过程的期望值和评估者的培训策略对评估者准确性，人际协议和行为召回的影响。

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摘要

The study investigated the effects of consensus process expectations (no consensus process expectation versus consensus process expectation) and rater training strategies (behavior-driven training, frame-of-reference (FOR) training, and behavior-driven training + FOR (hybrid) training) on accuracy, interrater agreement, and behavior recall (the dependent variables) in an assessment center simulation. Differential elevation was the accuracy measure. The two measures of interrater agreement were: (a) James, Demaree, & Wolf's (1984) interrater agreement index and (b) Schmidt & Hunter's (1989) standard deviation as a measure of interrater agreement. Behavior recall was a free recall measure. 149 assessors (students) participated in the study. Two role-play work-sample exercises were taken from a commercial assessment center. The assessor's task was to watch the videotaped performance and rate the candidate's performance on five dimensions in each of the two exercises. The two exercises were a fact-finding exercise and a sales call exercise. Analysis of variances and regressions were performed on the data.;First, a main effect was found for consensus process expectation's affect on accuracy, but the results were in the opposite direction. The study found assessors in the no consensus process expectation group had greater accuracy than assessors in the consensus process expectation group. Second, the assessors in the no consensus process expectation group had higher interrater agreement than assessors expecting a consensus process discussion. This means the assessors in the no consensus process expectation group agreed more on the assessment center ratings than the assessors in the consensus process expectation group. Third, the FOR training strategy produced the most accurate scores, the hybrid training strategy produced the second most accurate scores, and the behavior-driven training strategy produced the least accurate scores. Fourth, the assessors in the FOR training strategy had greater interrater agreement than the assessors in the hybrid and behavior-driven training strategies. Fifth, the consensus process expectation and rater training strategy main effects were not statistically significant for behavior recall. Sixth, accountability did not mediate the consensus process expectation---accuracy relationship. A discussion is provided on why hypotheses were not confirmed, suggestions for future research, and study limitations.
机译：该研究调查了共识过程期望（无共识过程期望与共识过程期望）和评估者培训策略（行为驱动的培训，参考框架（FOR）培训以及行为驱动的培训+ FOR（混合）培训）的影响），以评估中心模拟中的准确性，人际协议和行为回想（因变量）。微分高程是精度的度量。相互同意的两个度量是：（a）James，Demaree，＆Wolf（1984）相互同意的指数，以及（b）Schmidt＆Hunter（1989）作为相互同意的度量的标准偏差。行为召回是一种免费的召回措施。 149名评估者（学生）参加了研究。从商业评估中心进行了两次角色扮演工作样本练习。评估者的任务是观看录像带的表演，并在两个练习中的每个维度上从五个维度对候选人的表演进行评分。这两个练习是实况调查练习和销售电话练习。对数据进行方差分析和回归分析。首先，发现共识过程预期对准确性的影响存在主要影响，但结果却相反。研究发现，没有共识过程期望组的评估者比共识过程期望组的评估者具有更高的准确性。其次，在没有达成共识的过程期望组中，评估者比达成共识的过程讨论的评估者具有更高的跨族共识。这意味着，没有达成共识的流程期望组中的评估者对评估中心评级的同意要高于达成共识的流程期望组中的评估者。第三，FOR训练策略产生的分数最高，混合训练策略产生的分数排名第二，行为驱动训练策略产生的分数最低。第四，FOR培训策略中的评估者比混合和行为驱动培训策略中的评估者具有更大的族群认同。第五，共识过程期望和评估者培训策略的主要影响对于行为回忆没有统计学意义。第六，问责制并未调解共识过程的期望与准确性的关系。讨论了为何未确认假设，对未来研究的建议以及研究局限性。

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  • 作者

    Lewis, Cornelius Freeman.;

  • 作者单位

    University of Missouri - Saint Louis.;

  • 授予单位 University of Missouri - Saint Louis.;
  • 学科 Occupational psychology.;Adult education.
  • 学位 Ph.D.
  • 年度 2002
  • 页码 243 p.
  • 总页数 243
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 土壤学;
  • 关键词

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