Researchers in the area of rater training have relied almost exclusively on rater error measures to assess training effectiveness. A reduction in rater tendency to commit these errors subsequent to training is viewed as evidence that these raters have become more accurate in rating their employees. This assumed relationship between rater errors and rating accuracy has recently been questioned. This uncertain relationship between psychometric errors and accuracy was the focus of the current research effort. Supervisory personnel were trained under one of three training programs (psychometric error training, observation training, or decision-making training). Halo, leniency, range restriction and accuracy measures were collected before, and after training from the three training groups, and a no-training control group. The results suggested that while psychometric error training reduced rater errors, it also detrimentally affected rating accuracy. However, observation and decision-making training had no effect on, or increased error rate, but caused performance rating accuracy to increase after training. The need for a reconceptualization of rater training content and focus was discussed.
","abstract_html":"<p>Researchers in the area of rater training have relied almost exclusively on rater error measures to assess training effectiveness. A reduction in rater tendency to commit these errors subsequent to training is viewed as evidence that these raters have become more accurate in rating their employees. This assumed relationship between rater errors and rating accuracy has recently been questioned. This uncertain relationship between psychometric errors and accuracy was the focus of the current research effort. Supervisory personnel were trained under one of three training programs (psychometric error training, observation training, or decision-making training). Halo, leniency, range restriction and accuracy measures were collected before, and after training from the three training groups, and a no-training control group. The results suggested that while psychometric error training reduced rater errors, it also detrimentally affected rating accuracy. However, observation and decision-making training had no effect on, or increased error rate, but caused performance rating accuracy to increase after training. The need for a reconceptualization of rater training content and focus was discussed.</p>","abstract_has_math":false,"creators":["Hedge, Jerry Willard"],"institution":null,"degree_name":"Doctor of Philosophy (PhD)","degree_level":"Dissertation","degree_discipline":"Psychology","degree_department":null,"school":null,"contributors":["Michael J. Kavanagn","Glynn D. Coates","Raymond H. Kirby","Bruce McAfee"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":1982,"date_issued":"1982-07-01T07:00:00Z","date_published":"1982-07-01T07:00:00Z","updated_at":"2026-07-24T03:35:23Z","subjects":["Job evaluation","Job performance","Training","Errors","Human Factors Psychology","Industrial and Organizational Psychology"],"languages":[],"rights":["In Copyright. URI: http://rightsstatements.org/vocab/InC/1.0/ This Item is protected by copyright and/or related rights. You are free to use this Item in any way that is permitted by the copyright and related rights legislation that applies to your use. For other uses you need to obtain permission from the rights-holder(s).
"],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://digitalcommons.odu.edu/psychology_etds/281","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Michael J. Kavanagn","Glynn D. Coates","Raymond H. Kirby","Bruce McAfee"]},{"key":"dc:creator","label":"Author","values":["Hedge, Jerry Willard"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.available","label":"Dc Date Available","values":["2019-10-04T07:00:00Z"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Psychology"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Doctor of Philosophy (PhD)"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Job evaluation","Job performance","Training","Errors","Human Factors Psychology","Industrial and Organizational Psychology"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:rights","label":"Dc Rights","values":["In Copyright. URI: http://rightsstatements.org/vocab/InC/1.0/ This Item is protected by copyright and/or related rights. You are free to use this Item in any way that is permitted by the copyright and related rights legislation that applies to your use. For other uses you need to obtain permission from the rights-holder(s).
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"]},{"key":"dc:title","label":"Title","values":["Improving the Accuracy of Performance Evaluations: A Comparison of Three Methods of Performance Appraiser Training"]}]}],"canonical_facts":{"dc:contributor":["Michael J. Kavanagn","Glynn D. Coates","Raymond H. Kirby","Bruce McAfee"],"dc:creator":["Hedge, Jerry Willard"],"dc:date.available":["2019-10-04T07:00:00Z"],"dc:description.abstract":["Researchers in the area of rater training have relied almost exclusively on rater error measures to assess training effectiveness. A reduction in rater tendency to commit these errors subsequent to training is viewed as evidence that these raters have become more accurate in rating their employees. This assumed relationship between rater errors and rating accuracy has recently been questioned. This uncertain relationship between psychometric errors and accuracy was the focus of the current research effort. Supervisory personnel were trained under one of three training programs (psychometric error training, observation training, or decision-making training). Halo, leniency, range restriction and accuracy measures were collected before, and after training from the three training groups, and a no-training control group. The results suggested that while psychometric error training reduced rater errors, it also detrimentally affected rating accuracy. However, observation and decision-making training had no effect on, or increased error rate, but caused performance rating accuracy to increase after training. The need for a reconceptualization of rater training content and focus was discussed.
"],"dc:identifier":["https://digitalcommons.odu.edu/psychology_etds/281"],"dc:rights":["In Copyright. URI: http://rightsstatements.org/vocab/InC/1.0/ This Item is protected by copyright and/or related rights. You are free to use this Item in any way that is permitted by the copyright and related rights legislation that applies to your use. For other uses you need to obtain permission from the rights-holder(s).
"],"dc:subject":["Job evaluation","Job performance","Training","Errors","Human Factors Psychology","Industrial and Organizational Psychology"],"dc:title":["Improving the Accuracy of Performance Evaluations: A Comparison of Three Methods of Performance Appraiser Training"],"thesis:degree_discipline":["Psychology"],"thesis:degree_level":["Dissertation"],"thesis:degree_name":["Doctor of Philosophy (PhD)"]},"updated_at":"2026-07-24T03:35:23Z"}