[Cognitive dimensions used in rating work performance].
This study explored the cognitive dimensions used by individuals in judging work performance based on the individual scale methodology of Hayashi, Ohashi, & Hirooka (1983). The participants were fifteen undergraduate students and nine workers. First, the participants described the characteristics of eight high performers and eight low performers whom they had worked with. Second, from these characteristics, they selected twenty characteristics that they considered as determinants in judging whether performers are superior or inferior. Third, using an individual scale consisting of the selected characteristics, they rated sixteen high performers and sixteen low performers. Factor analyses were conducted for each participant's ratings on the individual scale. The results suggested that three or four dimensions were generally used in judging performers, although there were individual differences in the number of dimensions used. Undergraduate students judged performers using more cognitive dimensions than workers did. The contents of the cognitive dimensions were relevant to technical skill, work attitude, cognitive ability, motivation, interpersonal competence, leadership, and personality. Undergraduate students used fewer cognitive ability dimensions and more personality dimensions than workers used.
Yanagizawa
Saori
S
Faculty of Business, Marketing and Distribution, Nakamura Gakuen University, Befu, Jonan-ku, Fukuoka 814-0198, Japan. yana@nakamura-u.ac.jp
D000328:Adult; D003071:Cognition / Q000502:physiology*; D004650:Employee Performance Appraisal / Q000379:methods*; D005163:Factor Analysis, Statistical; D005260:Female; D006801:Humans; D008297:Male; D013647:Task Performance and Analysis; D014937:Work / Q000523:psychology*