DISENTANGLING THE MEANING OF MULTISOURCE PERFORMANCE RATING SOURCE AND DIMENSION FACTORS

Authors


  • This manuscript is based on Brian Hoffman's dissertation from the University of Tennessee and was the recipient of the Society for Human Resource Management Dissertation Grant Award. An earlier draft was presented at the 33rd Annual Conference of the Society for Industrial and Organizational Psychology, San Francisco, CA. The primary author would like to thank Mike Rush, Lowell Gartner, Lane Morris, and Katie Helland for their helpful comments on earlier drafts of this manuscript.

and requests for reprints should be addressed to Brian J. Hoffman, Department of Psychology, The University of Georgia, Athens, GA 30602-3013; hoffmanb@uga.edu.

Abstract

We extend multisource performance rating (MSPR) construct validity research by examining the pattern of relationships between factor analytically derived MSPR rating source and performance dimension factors and externally measured constructs (e.g., assessment center dimensions, personality constructs, and intelligence). The pattern of relationships among MSPR dimensions and external constructs provides modest construct validity evidence for the MSPR dimensions. In addition, MSPR source factors were differentially correlated with externally measured constructs, suggesting that MSPR source effects represent substantively meaningful source specific variance, as opposed to bias. These findings are discussed in the context of managerial skill diagnosis and the efficacy of collecting performance data from multiple sources.

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