ABSTRAC~ This paper demonstrates and compares methods for estimating the interrater reliability and interrater agreement of performance ratings. These methods can be used by applied researchers to investigate the quality of ratings gathered, for example, as criteria for a validity study, or as performance measures for selection or promotional purposes. While estimates of interrater reliability are frequently used for these purposes, indices of interrater agreement appear to be rarely reported for performance ratings. A recommended index of interrater agreement, the T index (Tinsley & Weiss, 1975), is compared to four methods of estimating interrater reliability (Pearson r, coefficient alpha, mean correlation between raters, and intraclass correlation). Subordinate and superior ratings of the performance of 100 managers were used in these analyses. The results indicated that, in general, interrater agreement and reliability among subordinates were fairly high. Interrater agreement between subordinates and superiors was moderately high; however, interrater reliability between these two rating sources was very low. The results demonstrate that interrater agreement and reliability are distinct indices and that both should be reported. Reasons are discussed as to why interrater reliability should not be reported alone.

The present study was an examination of the effects of physical attractiveness and gender on perceptions of academic success, achievement-related traits, intelligence, initiative, and attributions of ability and effort in relation to academic success. It was hypothesized that attractive persons and men would be rated more favorably along these dimensions than would unattractive persons and women. The participants were 144 U.S. undergraduates who observed photographs of attractive and unattractive men and women and then rated the persons in the photographs on the aforementioned dimensions. Physical attractiveness had a differential effect on the dimensions within achievement. Also, being perceived as physically attractive created positive impressions of achievement-related traits for men but negative impressions for women.

Numerous strategies have been employed to examine ways to reduce the litter problem in society. However, the problem continues. Although the research does rot suggest a single "cure-all" method to eliminate littering behavior, many simple, creative, and cost-efficient strategies have proven to be effective. This review examined 40 articles and 59 studies that employed either an antecedent or consequence strategy. Of the 59 studies, 46 used antecedent techniques and 13 used consequence techniques. Both strategies were generally effective in reducing litter. The strengths, limitations, and general results of the techniques were examined. Future research should include more utility analyses, studies of the long-term effects of interventions, and large-scale interventions.

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This study was designed to unveil some unconscious negative stereotyped views toward females shared by male and female college students. It was hypothesized that generally males will be judged as being more intelligent and likeable than females. Furthermore, females acting in an inappropriate sex-role manner, such as being high assertive, will be evaluated as even less intelligent and likeable than males. A total of 643 undergraduates viewed video tapes in which two males and two females in turn played high, medium, and low assertive roles. Pretesting was used to assure that the role players' physical attractiveness had been equated and levels of assertiveness had been effectively manipulated. After viewing the tapes subjects rated the role players on intelligence and likeability. Results supported the hypotheses, suggesting that unfavorable attitudes toward females do exist.