Performance appraisal reactions: measurement, modeling, and method bias.
In this study, the authors attempted to comprehensively examine the measurement of performance appraisal reactions. They first investigated how well the reaction scales, representative of those used in the field, measured their substantive constructs. A confirmatory factor analysis indicated that these scales did a favorable job of measuring appraisal reactions, with a few concerns. The authors also found that the data fit a higher order appraisal reactions model. In contrast, a nested model where the reaction constructs were operationalized as one general factor did not adequately fit the data. Finally, the authors tested the notion that self-report data are affectively driven for the specific case of appraisal reactions, using the techniques delineated by L. J. Williams, M. B. Gavin, and M. L. Williams (1996). Results indicated that neither positive nor negative affect presented method biases in the reaction measures, at either the measurement or construct levels.
Keeping
L M
LM
Department of Psychology, University of Akron, Ohio 44325-4301, USA.
Levy
P E
PE
D000328:Adult; D004650:Employee Performance Appraisal / Q000379:methods*; D004651:Employment / Q000523:psychology*; D005260:Female; D006801:Humans; D008297:Male; D015146:Midwestern United States; D008960:Models, Psychological; D011594:Psychometrics / Q000379:methods*; D012935:Social Justice; D012938:Social Perception