Effects of prior expectations on performance ratings: a longitudinal study
Article Abstract:
Several theories predict that supervisors' expectations about subordinates' performance may bias their subsequent evaluations of those subordinates. Data from 49 supervisor-subordinate dyads were collected within a longitudinal design. Results suggest that prior expectations interact with actual performance to affect ratings, implying that supervisors respond negatively to disconfirmation of expectations. No support for the notion that an attributional mechanism can explain this reaction to disconfirmation emerged. These findings suggest that certain affective components of appraisal may be important for understanding bias. (Reprinted by permission of the publisher.)
Publication Name: Academy of Management Journal
Subject: Business, general
ISSN: 0001-4273
Year: 1987
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Problems with repeated measures analysis: demonstration with a study of the diversification and performance relationship
Article Abstract:
This study reviews how repeated measures analysis has been applied and discusses alternative approaches for that type of analysis. A content analysis of 86 repeated measures studies showed a lack of (1) control for violations in data assumptions, (2) tests of characteristics of differences in measurement means, and (3) full tests of multivariate models. Further, an analysis of diversification and performance in 40 firms showed that empirical results and theory development can vary according to how repeated measures analysis is performed. Suggestions for research using repeated measures analysis are offered. (Reprinted by permission of the publisher.)
Publication Name: Academy of Management Journal
Subject: Business, general
ISSN: 0001-4273
Year: 1995
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Time to proficiency following job transfers
Article Abstract:
The time required by an individual to become proficient at a new job following a transfer is important to both employee and employer. This study suggested that subjective factors, such as levels of perceived support and perceived differences between new and old jobs, are more critical predictors of self-reported time to proficiency than more objective measures like frequency of previous transfer experiences, changes in function, or changes in hierarchical. (Reprinted by permission of the publisher.)
Publication Name: Academy of Management Journal
Subject: Business, general
ISSN: 0001-4273
Year: 1987
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