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Perspectives on the Relationship Between Job Performance and Ratings of Job Performance

Published online by Cambridge University Press:  07 January 2015

Kevin R. Murphy
Kevin R. Murphy*
Affiliation:
The Pennsylvania State University
*
E-mail: krm10@psu.edu, Address: Department of Psychology, The Pennsylvania State University, Moore Building, University Park, PA, 16802
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Abstract

The comments and suggestions prompted by K. R. Murphy’s (2008) description of alternate models of the relationship between job performance and ratings of job performance reflect 3 broad themes: (a) the relationship between performance appraisal and performance measurement, (b) the best psychometric models for understanding performance ratings, and (c) the appropriateness of static measures for dynamic phenomena. This paper comments on these 3 themes and suggests directions for future research and practice in performance appraisal that focuses on rater goals, organizational interventions to improve the accuracy and value of ratings, and assessments of the value of performance ratings as criteria.

Type
Response
Information
Industrial and Organizational Psychology , Volume 1 , Issue 2 , June 2008 , pp. 197 - 205
Copyright
Copyright © Society for Industrial and Organizational Psychology 2008 

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Footnotes

*

Department of Psychology, The Pennsylvania State University

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