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Peer Ratings (peer + rating)
Selected AbstractsTHE EFFECTS OF PERSONALITY SIMILARITY ON PEER RATINGS OF CONTEXTUAL WORK BEHAVIORSPERSONNEL PSYCHOLOGY, Issue 2 2001DAVID ANTONIONI The present field study investigates whether rater-ratee similarity in the Big Five personality factors influences peer ratings of contextual work behaviors. It overcomes problems that previous studies have had by using a polynomial regression analysis and by correcting the potential biases from nonindependence. Using more than 500 peer dyads, we found that rater-ratee similarity in Conscientiousness, but not in other dimensions, was positively associated with peer ratings even after controlling for interpersonal affect. These results suggest that the observed effect of personality similarity may reflect actual behavioral differences rather than biases due to interpersonal affect. Implications of the findings are discussed along with recommendations for future research. [source] AN EXPLORATION OF MEMBER ROLES AS A MULTILEVEL LINKING MECHANISM FOR INDIVIDUAL TRAITS AND TEAM OUTCOMESPERSONNEL PSYCHOLOGY, Issue 2 2005GREG L. STEWART We use data from 220 individuals in 45 teams to examine team member roles as a cross-level linking mechanism between personality traits and team-level outcomes. At the individual level, peer ratings of task role behavior relate positively with Conscientiousness and negatively with Neuroticism and Extraversion. Peer ratings of social role behavior relate positively with Agreeableness and negatively with Openness to Experience. At the team level, a composition process of aggregation operates such that the mean for social roles corresponds with social cohesion. Compilation processes of aggregation also occur, as the variance of social roles corresponds negatively with task performance, and the variance of task roles corresponds negatively with cohesion. Skew of the distribution for social roles within each team,a measure of critical mass of members individually enacting the role,also correlates with social cohesion. [source] Predicting doctor performance outcomes of curriculum interventions: problem-based learning and continuing competenceMEDICAL EDUCATION, Issue 8 2008Geoffrey R Norman Context, Problem-based learning (PBL) is an educational strategy designed to enhance self-assessment, self-directed learning and lifelong learning. The present study examines a peer review programme to determine whether the impact of PBL on continuing competence can be detected in practice. Objectives, This study aimed to establish whether McMaster graduates who graduated between 1972 and 1991 were any less likely to be identified as having issues of competence by a systematic peer review programme than graduates of other Ontario medical schools. Methods, We identified a total of 1166 doctors who had graduated after 1972 and had completed a mandated peer review programme. Of these, 108 had graduated from McMaster and 857 from other Canadian schools. School of graduation was cross-tabulated against peer rating. A secondary analysis examined predictors of ratings using multiple regression. Results, We found that 4% of McMaster graduates and 5% of other graduates were deemed to demonstrate cause for concern or serious concern, and that 24% of McMaster doctors and 28% of other doctors were rated as excellent. These differences were not significant. Multiple regression indicated that certification by family medicine or a specialty, female gender and younger age were all predictors of practice outcomes, but school of graduation was not. Conclusions, There is no evidence from this study that PBL graduates are better able to maintain competence than graduates of conventional schools. The study highlights potential problems in attempting to link undergraduate educational interventions to doctor performance outcomes. [source] Self-reports, peer ratings and construct validityEUROPEAN JOURNAL OF PERSONALITY, Issue 3 2010Sampo V. Paunonen Abstract Self-reports of behaviour have been criticized as fraught with problems that seriously undermine the construct validity of conventional personality measures. The problems are related to a putative absence of, or distortion of, a person's knowledge about himself or herself. A proposed solution is to use peer reports of personality instead, because such observer ratings are presumably more impartial and free of the distorting influences affecting self-reports. We review some past research on moderators of the agreement between self-reports and peer ratings of personality, arguing that those findings support the validity of self-ratings. We conclude that peer ratings, although highly useful as adjuncts to other methods of assessment, are no substitute for self-reports as a source of personality information. Copyright © 2010 John Wiley & Sons, Ltd. [source] Taxonomy and structure of the Polish personality lexiconEUROPEAN JOURNAL OF PERSONALITY, Issue 6 2007Piotr Szarota Abstract We identified 1839 person-descriptive adjectives from a Polish dictionary, and 10 judges classified those adjectives into five descriptive categories. Two hundred ninety adjectives (16 per cent) were classified by most judges as ,Dispositions' (i.e. relatively stable personality traits and abilities). We examined the structure of those 290 adjectives in self-ratings from 350 respondents. In the five-factor solution, two dimensions closely resembled Big Five Conscientiousness and Agreeableness, and two others represented rotated variants of Extraversion and Emotional Stability. The fifth factor was dominated by Intellect, containing little Imagination and no Unconventionality content. A six-factor solution closely resembled the cross-language HEXACO structure (but with ,Intellect' rather than ,Openness to Experience'). Analyses of 369 peer ratings revealed five- and six-factor solutions nearly identical to those of self-ratings. Copyright © 2007 John Wiley & Sons, Ltd. [source] Taxonomy and structure of Croatian personality-descriptive adjectivesEUROPEAN JOURNAL OF PERSONALITY, Issue 2 2005Boris Mla This paper describes the development of a comprehensive taxonomy of Croatian personality-descriptive terms, organized in three studies. In the first study three judges searched through a standard dictionary of the Croatian language for person-descriptive terms. In the second study, personality-descriptive adjectives were classified by seven judges into 13 different categories of descriptors. In the third study, the 483 adjectives that the majority of judges in the second study classified as dispositions were rated for self-descriptions by 515 University of Zagreb students and for peer-descriptions by 513 students' best acquaintances. Self- and peer ratings were factor analysed separately and the Croatian emic lexical factors from both data sets were interpreted to be similar to the Big-Five factors: Agreeableness, Extraversion, Conscientiousness, Intellect, and Emotional Stability. The inspection of factor content of the Croatian emic factors and their relation to imported Big-Five measures revealed high correspondences for all five Croatian factors although the relation between the Croatian and the imported factors of Emotional Stability and Agreeableness was somewhat more complex. Copyright © 2004 John Wiley & Sons, Ltd. [source] Nonverbal assessment of the Big Five personality factorsEUROPEAN JOURNAL OF PERSONALITY, Issue 1 2001Sampo V. Paunonen The Nonverbal Personality Questionnaire (NPQ) is an experimental, structured, nonverbal measure of 16 personality traits. Its items lack verbal content and, therefore, the inventory is useful for cross-cultural research. Our goal is this research was to select a subset of the NPQ items to form a new nonverbal questionnaire based on the Five-Factor Model of personality. We describe the construction of the Five-Factor Nonverbal Personality Questionnaire (FF-NPQ), and present data on its psychometric properties. These data include scale internal consistencies, intercorrelations, convergences with verbal measures of the Big Five factors, discriminant validity correlations, correlations with peer ratings, and ability to predict socially important behaviour criteria such as smoking and alcohol consumption. In a second study, we report on the psychometric properties of the FF-NPQ in an independent sample of respondents from seven different countries. The utility of the new nonverbal inventory for cross-cultural research is discussed. Copyright © 2001 John Wiley & Sons, Ltd. [source] Sex differences in levels of physical, verbal, and indirect aggression amongst primary school children and their associations with beliefs about aggressionAGGRESSIVE BEHAVIOR, Issue 2 2004Katy Tapper Abstract The present study examined sex differences in levels of physical, verbal, and indirect aggression amongst primary school children and their relationship with instrumental and expressive beliefs about aggression. Levels of aggression were examined using self ratings, peer ratings, and observations. The latter were collected during the mid-morning and lunchtime breaks using a wireless microphone and hidden video camera. Beliefs about aggression were assessed using modified versions of Campbell et als.' [1992] EXPAGG questionnaire. The results revealed significantly higher levels of observed physical aggression amongst boys as compared to girls. However, although the means were generally in the directions predicted, there were no other significant sex differences, nor interactions between sex and age. The results also showed limited support for claims that instrumental versus expressive beliefs about aggression influence behaviour. Beliefs generally showed significant correlations with reported and observed levels of aggression, and three of these remained significant even after the variance associated with sex and age had been partialled out. On the basis of these results, we call for more longitudinal research while simultaneously acknowledging the possibility that children's beliefs about aggression and their aggressive behaviours may be shaped independently from one another. Aggr. Behav. 30: 123-145, 2004. © 2004 Wiley-Liss, Inc. [source] Evaluation of 360 degree feedback ratings: relationships with each other and with performance and selection predictors,JOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 7 2001Terry A. Beehr Feedback from 360 degree ratings based on competency principles and used for developmental purposes was investigated for interrelationships among the ratings and for its relationships with performance and selection data. Relationships among: (1) feedback ratings from supervisors, peers, and self; (2) feedback ratings and selection test data; and (3) feedback ratings and performance appraisals on about 2000 employees of a Midwestern insurance company were examined. The 360 ratings by peers and managers were related to performance appraisals. All significant correlations of manager and peer ratings with selection tests were positive, but significant correlations of 360 degree self-ratings with selection tests were negative. Copyright © 2001 John Wiley & Sons, Ltd. [source] The Factor Structure of Chinese Personality TermsJOURNAL OF PERSONALITY, Issue 2 2009Xinyue Zhou ABSTRACT From the Contemporary Chinese Dictionary, 3,159 personality descriptors were selected and then ranked by the frequency of use. Among those, the top 413 terms with the highest frequency were administered to two independent large samples in China for self-ratings and peer ratings to explore the emic Chinese personality structure as well as to test the universality of other models. One- and two-factor structures found in previous studies of other languages were well replicated. Previous structures with more than two factors were not well replicated, but six- and seven-factor models were at least as well supported as the Big Five. Emic analysis indicated that a seven-factor structure was the most informative structure relatively salient across subsamples of self-ratings and peer ratings, across original and ipsatized data, and across differences in variable selections. These factors can be called Extraversion, Conscientiousness/Diligence, Unselfishness, Negative Valence, Emotional Volatility, Intellect/Positive Valence, and Dependency/Fragility. [source] AN EXPLORATION OF MEMBER ROLES AS A MULTILEVEL LINKING MECHANISM FOR INDIVIDUAL TRAITS AND TEAM OUTCOMESPERSONNEL PSYCHOLOGY, Issue 2 2005GREG L. STEWART We use data from 220 individuals in 45 teams to examine team member roles as a cross-level linking mechanism between personality traits and team-level outcomes. At the individual level, peer ratings of task role behavior relate positively with Conscientiousness and negatively with Neuroticism and Extraversion. Peer ratings of social role behavior relate positively with Agreeableness and negatively with Openness to Experience. At the team level, a composition process of aggregation operates such that the mean for social roles corresponds with social cohesion. Compilation processes of aggregation also occur, as the variance of social roles corresponds negatively with task performance, and the variance of task roles corresponds negatively with cohesion. Skew of the distribution for social roles within each team,a measure of critical mass of members individually enacting the role,also correlates with social cohesion. [source] THE EFFECTS OF PERSONALITY SIMILARITY ON PEER RATINGS OF CONTEXTUAL WORK BEHAVIORSPERSONNEL PSYCHOLOGY, Issue 2 2001DAVID ANTONIONI The present field study investigates whether rater-ratee similarity in the Big Five personality factors influences peer ratings of contextual work behaviors. It overcomes problems that previous studies have had by using a polynomial regression analysis and by correcting the potential biases from nonindependence. Using more than 500 peer dyads, we found that rater-ratee similarity in Conscientiousness, but not in other dimensions, was positively associated with peer ratings even after controlling for interpersonal affect. These results suggest that the observed effect of personality similarity may reflect actual behavioral differences rather than biases due to interpersonal affect. Implications of the findings are discussed along with recommendations for future research. [source] Assessment Center for Pilot Selection: Construct and Criterion Validity and the Impact of Assessor TypeAPPLIED PSYCHOLOGY, Issue 2 2003Marc Damitz Cette recherche a examiné la validité d'un centre d'évaluation pour la sélection de pilotes. Les scores de N = 1,036 participants ont été utilisés pour étudier la validité de construit. Un sous-échantillon de participants performants a été suivi et les évaluations des pairs ont été retenus comme mesures du critère. Les résultats démontrent une première évidence de validité de construit et de critère pour cet outil d'évaluation des compétences interpersonnelles et liées à la performance. Par ailleurs, les résultats ont aussi montré que le type d'évaluateur (psychologue vs pilote) modère la validité prédictive des scores du centre d'évaluation. Cet effet "type d'évaluateur" dépend de la sorte de variables prédictives. Les résultats sont discutés et des implications pratiques sont suggérées. This study examined the validity of an assessment center in pilot selection as a new field of application. Assessment center ratings of N= 1,036 applicants were used to examine the construct validity. A subsample of successful applicants was followed up and peer ratings were chosen as criterion measures. The results provide first evidence of the construct and criterion validity of this assessment center approach for rating interpersonal and performance-related skills. Furthermore the type of assessor (psychologist versus pilot) moderates the predictive validity of the assessment center ratings. This type-of-assessor effect depends on the kind of predictor variables. The results are discussed and practical implications are suggested. [source] Ethnicity and Image: Correlates of Crowd Affiliation Among Ethnic Minority YouthCHILD DEVELOPMENT, Issue 3 2008B. Bradford Brown Because ethnicity is a basis for defining peer crowds in ethnically diverse American high schools, some may question whether crowds foster discrimination and stereotyping or affirm minority youths' positive ties to their ethnic background. Through examination of both self- and peer ratings of crowd affiliation among 2,465 high school youth aged 14,19 years, this study assesses the likelihood that African American, Asian American, Latino, and multiethnic adolescents are associated with ethnically defined crowds. Crowd affiliations are related to friendship patterns among all groups, positive features of ethnic orientation for Asian and Latino youth, but also some aspects of stereotyping and discrimination for Latinos. Results emphasize ethnic diversity in the role that peer crowds play in minority adolescents' social experiences. [source] | ||||||||||