A Methodological and Substantive Note on the Performance-Cue Effect in Ratings of Work-Group Behavior
According to research on the performance-cue effect in work ratings, knowledge that a group performed well or poorly can trigger raters' implicit theories, resulting in inaccurate judgments of the group's behavior. Unfortunately, because information concerning group performance has always...
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| Veröffentlicht in: | Journal of applied psychology 1995-02, Vol.80 (1), p.191-195 |
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| container_title | Journal of applied psychology |
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| creator | Martell, Richard F Guzzo, Richard A Willis, Cynthia E |
| description | According to research on the
performance-cue effect
in work ratings, knowledge that a group performed well or poorly can trigger raters' implicit theories, resulting in inaccurate judgments of the group's behavior. Unfortunately, because information concerning group performance has always been provided by the experimenter, it has been impossible to tell whether the performance-cue effect reflects the influence of participants' implicit theories or is simply an attempt to conform to the experimenter's belief. To test these 2 explanations, participants observed a work group without having received performance information and then completed evaluative and behavioral ratings of the group. Allowing participants to evaluate the group free of any externally provided performance information enabled participants to form independently generated impressions; thus, the demand characteristic problem was eliminated. Results indicated the performance-cue effect is not an artifact and that it is likely due to a systematic response bias. |
| doi_str_mv | 10.1037/0021-9010.80.1.191 |
| format | Article |
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performance-cue effect
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Results indicated the performance-cue effect is not an artifact and that it is likely due to a systematic response bias.</description><subject>Behavior</subject><subject>Bias</subject><subject>Biological and medical sciences</subject><subject>Evaluation</subject><subject>Feedback</subject><subject>Fundamental and applied biological sciences. Psychology</subject><subject>Group behaviour</subject><subject>Group Performance</subject><subject>Groups</subject><subject>Human</subject><subject>Observers</subject><subject>Occupational psychology</subject><subject>Orientation. Selection. Evaluation</subject><subject>Performance appraisal</subject><subject>Psychology</subject><subject>Psychology. Psychoanalysis. Psychiatry</subject><subject>Psychology. 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Psychology</topic><topic>Group behaviour</topic><topic>Group Performance</topic><topic>Groups</topic><topic>Human</topic><topic>Observers</topic><topic>Occupational psychology</topic><topic>Orientation. Selection. Evaluation</topic><topic>Performance appraisal</topic><topic>Psychology</topic><topic>Psychology. Psychoanalysis. Psychiatry</topic><topic>Psychology. 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performance-cue effect
in work ratings, knowledge that a group performed well or poorly can trigger raters' implicit theories, resulting in inaccurate judgments of the group's behavior. Unfortunately, because information concerning group performance has always been provided by the experimenter, it has been impossible to tell whether the performance-cue effect reflects the influence of participants' implicit theories or is simply an attempt to conform to the experimenter's belief. To test these 2 explanations, participants observed a work group without having received performance information and then completed evaluative and behavioral ratings of the group. Allowing participants to evaluate the group free of any externally provided performance information enabled participants to form independently generated impressions; thus, the demand characteristic problem was eliminated. Results indicated the performance-cue effect is not an artifact and that it is likely due to a systematic response bias.</abstract><cop>Washington, DC</cop><pub>American Psychological Association</pub><doi>10.1037/0021-9010.80.1.191</doi><tpages>5</tpages></addata></record> |
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| source | APA PsycARTICLES; Applied Social Sciences Index & Abstracts (ASSIA); Periodicals Index Online; EBSCOhost Business Source Complete |
| subjects | Behavior Bias Biological and medical sciences Evaluation Feedback Fundamental and applied biological sciences. Psychology Group behaviour Group Performance Groups Human Observers Occupational psychology Orientation. Selection. Evaluation Performance appraisal Psychology Psychology. Psychoanalysis. Psychiatry Psychology. Psychophysiology Statistical analysis Studies Work environment |
| title | A Methodological and Substantive Note on the Performance-Cue Effect in Ratings of Work-Group Behavior |
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