Abstract
Behaviorally-anchored rating scales (BARS) have grown in popularity among researchers and practi tioners. There have been reports and studies of BARS being used to evaluate the performance of nurses, engineers, grocery clerks, managers, and teachers. An important issue in using BARS con cerns the validity of the instrument. This study of the development and validity evaluation by the multitrait-multirater approach of a BARS for sales personnel suggests (1) moderate convergent validity and (2) little or no discriminant validity.
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