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Explaining the Weak Relationship Between Job Performance and Ratings of Job Performance

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  • Murphy, Kevin R.

Abstract

Ratings of job performance are widely viewed as poor measures of job performance. Three models of the performance–performance rating relationship offer very different explanations and solutions for this seemingly weak relationship. One-factor models suggest that measurement error is the main difference between performance and performance ratings and they offer a simple solution—that is, the correction for attenuation. Multifactor models suggest that the effects of job performance on performance ratings are often masked by a range of systematic nonperformance factors that also influence these ratings. These models suggest isolating and dampening the effects of these nonperformance factors. Mediated models suggest that intentional distortions are a key reason that ratings often fail to reflect ratee performance. These models suggest that raters must be given both the tools and the incentive to perform well as measurement instruments and that systematic efforts to remove the negative consequences of giving honest performance ratings are needed if we hope to use performance ratings as serious measures of job performance.

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  • Murphy, Kevin R., 2008. "Explaining the Weak Relationship Between Job Performance and Ratings of Job Performance," Industrial and Organizational Psychology, Cambridge University Press, vol. 1(2), pages 148-160, June.
    • Handle: RePEc:cup:inorps:v:1:y:2008:i:02:p:148-160_00
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    Cited by:

    1. Vera Carlos & Ricardo Rodrigues, 2016. "Development and Validation of a Self-Reported Measure of Job Performance," Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Springer, vol. 126(1), pages 279-307, March.
    2. Willy Bolander & Nawar N. Chaker & Alec Pappas & Daniel R. Bradbury, 2021. "Operationalizing salesperson performance with secondary data: aligning practice, scholarship, and theory," Journal of the Academy of Marketing Science, Springer, vol. 49(3), pages 462-481, May.
    3. Kuvaas, Bård & Buch, Robert & Weibel, Antoinette & Dysvik, Anders & Nerstad, Christina G.L., 2017. "Do intrinsic and extrinsic motivation relate differently to employee outcomes?," Journal of Economic Psychology, Elsevier, vol. 61(C), pages 244-258.
    4. Berg, Stine Therese S. & Grimstad, Arnhild & Škerlavaj, Miha & Černe, Matej, 2017. "Social and economic leader–member exchange and employee creative behavior: The role of employee willingness to take risks and emotional carrying capacity," European Management Journal, Elsevier, vol. 35(5), pages 676-687.
    5. B. William Demeré & Karen L. Sedatole & Alexander Woods, 2019. "The Role of Calibration Committees in Subjective Performance Evaluation Systems," Management Science, INFORMS, vol. 65(4), pages 1562-1585, April.
    6. Golman, Russell & Bhatia, Sudeep, 2012. "Performance evaluation inflation and compression," Accounting, Organizations and Society, Elsevier, vol. 37(8), pages 534-543.
    7. Peter Cappelli & Martin Conyon & David Almeda, 2020. "Social Exchange and the Effects of Employee Stock Options," ILR Review, Cornell University, ILR School, vol. 73(1), pages 124-152, January.
    8. Mohammad Akramin Sakirun & Oscar Dousin, 2022. "Conceptualizing the Relationship between Stress, Job Satisfaction and Job Performance Using the Job Demand Control Support Theory: The Case of Firefighters in Malaysia," International Journal of Human Resource Studies, Macrothink Institute, vol. 12(1), pages 114-114, December.
    9. Vörös, Zsófia & Lukovszki, Lívia, 2021. "The effects of subclinical ADHD symptomatology on the subjective financial, physical, and mental well-being of entrepreneurs and employees," Journal of Business Venturing Insights, Elsevier, vol. 15(C).
    10. Lavigne, Eric, 2018. "How structural and procedural features of managers' performance appraisals facilitate their politicization: A study of Canadian university deans’ reappointments," European Management Journal, Elsevier, vol. 36(5), pages 638-648.
    11. Jun Song & Jibao Gu & Jianlin Wu & Shuo Xu, 2019. "Differential promotive voice–prohibitive voice relationships with employee performance: Power distance orientation as a moderator," Asia Pacific Journal of Management, Springer, vol. 36(4), pages 1053-1077, December.

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