A reexamination of the relation between halo error and accuracy

Article Abstract:

The traditional assumption has been that halo error is negatively related to accuracy of ratings. W.H. Cooper (1981) evaluated this assumption by examining correlation coefficients between measures of accuracy and halo error from five earlier studies of performance and trait ratings. Because the correlation coefficients were typically positive, Cooper concluded that a "paradoxical" positive relation exists between halo error and accuracy. However, there is no paradox; some of these positive correlation coefficients were between halo error and inaccuracy, whereas others were based on analyses that did not take into consideration negative halo errors. When analyses that correct these problems were performed on two sets of data (R. Tallarigo, 1986, n = 107; R.J. Vance, K.W. Kuhnert, & J.L. Farr, 1978, n = 112), all significant (p < .05) correlation coefficients between measures of accuracy and halo error were negative. The use of halo error measures, the possibility of negative halo errors, and implications of the results for rater training are discussed. (Reprinted by permission of the publisher.)

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Does true halo affect observed halo?

Article Abstract:

The distinction between true and illusory halo is predicated in part on the assumption that true halo affects observed halo. However, there is little evidence that differences in true halo will lead to differences in observed intercorrelations among ratings. We examined the proposition that true halo affects observed halo. Subjects viewed sets of video tapes that varied widely in true halo and rated them under immediate or delayed rating conditions. Results showed that true halo has some impact on observed halo but that this impact is relatively small. In particular, extreme differences in true halo were necessary to produce reliable differences in observed halo. In addition, results suggested that the halo effect, defined as overestimating the true correlation among dimensions, occurs only when the true intercorrelations are small. Practical implications of the results are discussed. (Reprinted by permission of the publisher.)

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Cognitive categorization and quality of performance ratings

Article Abstract:

The effects of cognitive categorization of raters on accuracy, leniency, and halo of performance evaluations were investigated in a field setting. One hundred seventy-four subordinates evaluated the performance of their managers on three performance dimensions. Managers were categorized as congruent or incongruent based on subordinate's perceptions of the extent to which the manager's behavior met the subordinate's expectations. The results indicated that the quality of ratings assigned by subordinates was related to the cognitive categories used. As hypothesized, ratings of managers who were categorized as congruent were found to be more accurate and also to contain more leniency and halo tendency than the ratings of managers who were categorized as incongruent. Implications of these findings for performance-appraisal research are discussed. (Reprinted by permission of the publisher.)

Surveys, Executive ability

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