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An approach for assessing individual versus group effects in performance evaluations
Author(s) -
YAMMARINO FRANCIS J.,
DUBINSKY ALAN J.,
HARTLEY STEVEN W.
Publication year - 1987
Publication title -
journal of occupational psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 2.257
H-Index - 114
eISSN - 2044-8325
pISSN - 0305-8107
DOI - 10.1111/j.2044-8325.1987.tb00248.x
Subject(s) - supervisor , psychology , social psychology , work (physics) , field (mathematics) , work performance , job performance , applied psychology , job satisfaction , political science , mechanical engineering , business administration , mathematics , pure mathematics , law , business , engineering
A source of bias in performance evaluations is a rater's inability to differentiate an individual's (subordinate's) performance from his or her work group's performance. This paper describes an approach for specifying and assessing individual versus work group effects in performance evaluations. Multiple indicators of self‐ and supervisor ratings of performance were examined in two field samples. Study results suggest that the self‐ and supervisor ratings of individuals' performances were not biased by work group membership and that individual effects were present.