A REPLY TO KAVANAGH'S “THE CONTENT ISSUE IN PERFORMANCE APPRAISAL: A REVIEW”<sup>1</sup>

Brumback, Gary B.

doi:10.1111/j.1744-6570.1972.tb00839.x

Cited by 7 publications

(7 citation statements)

References 13 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Subordinates were rated on a graphic rating scale which described levels of performance on each duty and in some cases on a portion of a duty. It was hoped that focusing attention on duty performance would foster objectivity in supervisory ratings (Brumback, 1972). Consequently more inferential trait ratings were deliberately excluded.…”

Section: Criterion Constructionmentioning

confidence: 99%

TASK ANALYSIS IN THE DESIGN OF THREE CONCURRENT VALIDITY STUDIES OF THE PROFESSIONAL AND ADMINISTRATIVE CAREER EXAMINATION¹

Trattner¹

1979

Personnel Psychology

View full text Add to dashboard Cite

The U.S. Civil Service Commission conducted three criterionrelated validity studies for its PACE Test. The occupations studied were Customs Inspector, Internal Revenue Officer, and Social Security Administration Claims Authorizer. The criterion instruments for each study included a specially designed supervisory rating form, job information test, and work sample. For each criterion, scores were obtained separately for the occupational duties. A computer-analyzed task inventory was the keystone of the validity study. Data provided by the task inventory served the following functions: (a) to determine the extent of homogeneity of the occupation, (b) to select subjects for inclusion in the research study if the occupation turned out to be heterogeneous, (c) to measure the importance of the tasks performed in the occupation in order to constuct valid criterion instruments, and (d) to weight duty performance scores obtained by the research participants according to time spent in order to arrive at an overall measure ofjob success for each criterion instrument. Task inventory data were used in a somewhat different manner to construct the various criterion measures. Summary duty descriptions consisting of the most time-consuming tasks comprised the supervisory rating and ranking scales. Job information test items were employed if they measured the most time-consuming duties. The linkage between specific duties and the work sample items was made after the fact, since the work sample measured integral units of work performance. Only one time-consuming duty could not be measured by the criterion tests for one of the three occupations. It was concluded that the research design fostered the demonstration of the high validity of the PACE test.

show abstract

Section: Criterion Constructionmentioning

confidence: 99%

TASK ANALYSIS IN THE DESIGN OF THREE CONCURRENT VALIDITY STUDIES OF THE PROFESSIONAL AND ADMINISTRATIVE CAREER EXAMINATION¹

Trattner¹

1979

Personnel Psychology

View full text Add to dashboard Cite

show abstract

“…

RESPONDING to Brumback's (1972) reply to my earlier article (Kavanagh, 1971) involves discussion of some differences of opinion with regard to supplemental issues, but his comments do not challenge the major conclusion or the empirical evidence on which SONNEL PSYCHOLOGY, 1970, 23, 101-107.

42-46.Francisco : Chandler, 1964. SONNEL PSYCHOLOGY, 1971, %, 653-668.

…”

mentioning

confidence: 98%

“…ports my general conclusion that "the content issue appears to be far from settled in terms of an either/or decision (p. 663) ." Brumback (1972) agrees that there is little empirical support (from his cited work) for the superiority of job-oriented scales, but argues that "There are additional considerations in comparing the two approaches (p. 569)."…”

mentioning

confidence: 99%

“…Simply stated, there is little, if any, empirical support for the oft-assumed superiority of j ob-oriented over person-oriented traits as the proper content for performance ratings. Brumback (1972) does, however, raise some supplemental considerations and I will focus on these.…”

mentioning

confidence: 99%

“…Examination of his "additional considerations" reveals considerable latitude for disagreement and little empirical support cited for any of them. Brumback's (1972) first point involves supposition regarding the adverse effect of person-oriented trait scales on the raters. First, there is no empirical evidence I could find regarding this point, although I'm certain both Brumback and I would like to see some research aimed a t these points.…”

mentioning

confidence: 99%

See 2 more Smart Citations

Rejoinder to Brumback “The Content Issue in Performance Appraisal: A Review”

Kavanagh

1973

Personnel Psychology

View full text Add to dashboard Cite

Performance rating.

Landy¹,

Farr²

1980

Psychological Bulletin

967

759

View full text Add to dashboard Cite

The most ubiquitous method of performance appraisal is rating. Ratings, however, have been shown to be prone to various types of systematic and random error. Studies relating to performance rating are reviewed under the following headings: roles, context, vehicle, process, and results. In general, cognitive characteristics of raters seem to hold the most promise for increased understanding of the rating process. A process model of performance rating is derived from the literature. Research in the areas of implicit personality theory and variance partitioning is combined with the process model to suggest a unified approach to understanding performance judgments in applied settings. (6 p ref)

show abstract

A REPLY TO KAVANAGH'S “THE CONTENT ISSUE IN PERFORMANCE APPRAISAL: A REVIEW”¹

Cited by 7 publications

References 13 publications

TASK ANALYSIS IN THE DESIGN OF THREE CONCURRENT VALIDITY STUDIES OF THE PROFESSIONAL AND ADMINISTRATIVE CAREER EXAMINATION¹

TASK ANALYSIS IN THE DESIGN OF THREE CONCURRENT VALIDITY STUDIES OF THE PROFESSIONAL AND ADMINISTRATIVE CAREER EXAMINATION¹

Rejoinder to Brumback “The Content Issue in Performance Appraisal: A Review”

Performance rating.

Contact Info

Product

Resources

About

A REPLY TO KAVANAGH'S “THE CONTENT ISSUE IN PERFORMANCE APPRAISAL: A REVIEW”1

Cited by 7 publications

References 13 publications

TASK ANALYSIS IN THE DESIGN OF THREE CONCURRENT VALIDITY STUDIES OF THE PROFESSIONAL AND ADMINISTRATIVE CAREER EXAMINATION1

TASK ANALYSIS IN THE DESIGN OF THREE CONCURRENT VALIDITY STUDIES OF THE PROFESSIONAL AND ADMINISTRATIVE CAREER EXAMINATION1

Rejoinder to Brumback “The Content Issue in Performance Appraisal: A Review”

Performance rating.

Contact Info

Product

Resources

About

A REPLY TO KAVANAGH'S “THE CONTENT ISSUE IN PERFORMANCE APPRAISAL: A REVIEW”¹

TASK ANALYSIS IN THE DESIGN OF THREE CONCURRENT VALIDITY STUDIES OF THE PROFESSIONAL AND ADMINISTRATIVE CAREER EXAMINATION¹

TASK ANALYSIS IN THE DESIGN OF THREE CONCURRENT VALIDITY STUDIES OF THE PROFESSIONAL AND ADMINISTRATIVE CAREER EXAMINATION¹