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Part 1: Document Description
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Citation |
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Title: |
Relationships between contextual and task performance and interrater agreement: Are there any? |
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Identification Number: |
doi:10.7910/DVN/LXVKM4 |
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Distributor: |
Harvard Dataverse |
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Date of Distribution: |
2015-09-24 |
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Version: |
1 |
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Bibliographic Citation: |
DIAZ VILELA, LUIS FERNANDO, 2015, "Relationships between contextual and task performance and interrater agreement: Are there any?", https://doi.org/10.7910/DVN/LXVKM4, Harvard Dataverse, V1 |
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Citation |
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Title: |
Relationships between contextual and task performance and interrater agreement: Are there any? |
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Identification Number: |
doi:10.7910/DVN/LXVKM4 |
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Authoring Entity: |
DIAZ VILELA, LUIS FERNANDO (UNIVERSITY OF LA LAGUNA) |
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Distributor: |
Harvard Dataverse |
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Access Authority: |
DIAZ VILELA, LUIS FERNANDO |
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Depositor: |
DIAZ VILELA, LUIS FERNANDO |
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Date of Deposit: |
2015-06-04 |
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Holdings Information: |
https://doi.org/10.7910/DVN/LXVKM4 |
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Study Scope |
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Keywords: |
Business and Management, Social Sciences, Task Performance, Citizenship Performance, Interrater Agreement, Work Analysis, Leniency Bias |
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Abstract: |
Work performance is one of the most important dependent variables in Work and Organizational Psychology. The main objective of this paper was to explore the relationships between citizenship performance and task performance measures obtained from different appraisers and their consistency through a seldom-used methodology, intraclass correlation coefficients. Participants were 135 public employees, the total staff in a local government department. Jobs were clustered into job families through a work analysis based on standard questionnaires. A task description technique was used to develop a performance appraisal questionnaire for each job family, with three versions: self-, supervisor-, and peer-evaluation, in addition to a measure of citizenship performance. Only when the self-appraisal bias is controlled, significant correlations appeared between task performance rates. However, intraclass correlations analyses show that only self- (contextual and task) performance measures are consistent, while interrater agreement disappears. These results provide some interesting clues about the procedure of appraisal instrument development, the role of appraisers, and the importance of choosing adequate consistency analysis methods. |
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Methodology and Processing |
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Sources Statement |
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Data Access |
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Notes: |
<a href="http://creativecommons.org/publicdomain/zero/1.0">CC0 1.0</a> |
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Other Study Description Materials |
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Label: |
taskocbperfdata.xlsx |
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Text: |
These data were collected in the field through several questionnaires applied to workers in a local governmental agency. Data sheet is an Excel file with only one sheet with variable names in the first row. "supervisor" takes value "1" when the case is a supervisor, and "0" when he/she is not. Gender: 1 for males and 2 for females. Service refers to the service code where the incumbent's job is placed. Job refers to job's code. Family is the code for the occupational group in which job was clustered. "ocb110, self110, sup110, peer110" refer to performance scores with ranges 1-10, while "ocb010 to peer010" refer to performance scores ranging 0-10. "ocb01 to ocb27" refer to raw answers to ocb questionnaires. |
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Notes: |
application/vnd.openxmlformats-officedocument.spreadsheetml.sheet |