Provide and discuss some of the findings regarding job-related variables for rates and performance ratings.
What will be an ideal response?
Actual performance level and ability have the strongest effect on ratings (Borman et al., 1991, 1995; Vance, Winne, & Wright, 1983). More weight is given to negative than to positive attributes of ratees (Ganzach, 1995). Ratings tend to be higher for satisfactory workers in groups with a large proportion of unsatisfactory workers (Grey & Kipnis, 1976), but these findings may not generalize to all occupational groups (Ivancevich, 1983). Although age and tenure are highly related, evidence indicates no relationship between ratings and either ratee tenure in general or ratee tenure working for the same supervisor (Ferris et al., 1985). Knowledge of a ratee’s job satisfaction may bias ratings in the same direction (+ or –) as the ratee’s satisfaction (Smither, Collins, & Buda, 1989). Both peers and supervisors rate dependability highly. However, obnoxiousness affects peer raters much more than supervisors (Borman et al., 1995).
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