Relationships between Contextual and Task Performance and Interrater Agreement: Are There Any?

Work performance is one of the most important dependent variables in Work and Organizational Psychology. The main objective of this paper was to explore the relationships between citizenship performance and task performance measures obtained from different appraisers and their consistency through a...

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Main Authors: Luis F Díaz-Vilela, Naira Delgado Rodríguez, Rosa Isla-Díaz, Dolores Díaz-Cabrera, Estefanía Hernández-Fernaud, Christian Rosales-Sánchez
Format: Article
Language:English
Published: Public Library of Science (PLoS) 2015-01-01
Series:PLoS ONE
Online Access:http://europepmc.org/articles/PMC4608809?pdf=render
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spelling doaj-fb4a981c1c8b4a6688653bbe328f56562020-11-25T02:13:35ZengPublic Library of Science (PLoS)PLoS ONE1932-62032015-01-011010e013989810.1371/journal.pone.0139898Relationships between Contextual and Task Performance and Interrater Agreement: Are There Any?Luis F Díaz-VilelaNaira Delgado RodríguezRosa Isla-DíazDolores Díaz-CabreraEstefanía Hernández-FernaudChristian Rosales-SánchezWork performance is one of the most important dependent variables in Work and Organizational Psychology. The main objective of this paper was to explore the relationships between citizenship performance and task performance measures obtained from different appraisers and their consistency through a seldom-used methodology, intraclass correlation coefficients. Participants were 135 public employees, the total staff in a local government department. Jobs were clustered into job families through a work analysis based on standard questionnaires. A task description technique was used to develop a performance appraisal questionnaire for each job family, with three versions: self-, supervisor-, and peer-evaluation, in addition to a measure of citizenship performance. Only when the self-appraisal bias is controlled, significant correlations appeared between task performance rates. However, intraclass correlations analyses show that only self- (contextual and task) performance measures are consistent, while interrater agreement disappears. These results provide some interesting clues about the procedure of appraisal instrument development, the role of appraisers, and the importance of choosing adequate consistency analysis methods.http://europepmc.org/articles/PMC4608809?pdf=render
collection DOAJ
language English
format Article
sources DOAJ
author Luis F Díaz-Vilela
Naira Delgado Rodríguez
Rosa Isla-Díaz
Dolores Díaz-Cabrera
Estefanía Hernández-Fernaud
Christian Rosales-Sánchez
spellingShingle Luis F Díaz-Vilela
Naira Delgado Rodríguez
Rosa Isla-Díaz
Dolores Díaz-Cabrera
Estefanía Hernández-Fernaud
Christian Rosales-Sánchez
Relationships between Contextual and Task Performance and Interrater Agreement: Are There Any?
PLoS ONE
author_facet Luis F Díaz-Vilela
Naira Delgado Rodríguez
Rosa Isla-Díaz
Dolores Díaz-Cabrera
Estefanía Hernández-Fernaud
Christian Rosales-Sánchez
author_sort Luis F Díaz-Vilela
title Relationships between Contextual and Task Performance and Interrater Agreement: Are There Any?
title_short Relationships between Contextual and Task Performance and Interrater Agreement: Are There Any?
title_full Relationships between Contextual and Task Performance and Interrater Agreement: Are There Any?
title_fullStr Relationships between Contextual and Task Performance and Interrater Agreement: Are There Any?
title_full_unstemmed Relationships between Contextual and Task Performance and Interrater Agreement: Are There Any?
title_sort relationships between contextual and task performance and interrater agreement: are there any?
publisher Public Library of Science (PLoS)
series PLoS ONE
issn 1932-6203
publishDate 2015-01-01
description Work performance is one of the most important dependent variables in Work and Organizational Psychology. The main objective of this paper was to explore the relationships between citizenship performance and task performance measures obtained from different appraisers and their consistency through a seldom-used methodology, intraclass correlation coefficients. Participants were 135 public employees, the total staff in a local government department. Jobs were clustered into job families through a work analysis based on standard questionnaires. A task description technique was used to develop a performance appraisal questionnaire for each job family, with three versions: self-, supervisor-, and peer-evaluation, in addition to a measure of citizenship performance. Only when the self-appraisal bias is controlled, significant correlations appeared between task performance rates. However, intraclass correlations analyses show that only self- (contextual and task) performance measures are consistent, while interrater agreement disappears. These results provide some interesting clues about the procedure of appraisal instrument development, the role of appraisers, and the importance of choosing adequate consistency analysis methods.
url http://europepmc.org/articles/PMC4608809?pdf=render
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