Group Performance Ratings Research Articles

The mechanism behind employee agreeableness and group performance ratings: a Pakistani study

PurposeThis study seeks to examine the links between employee agreeableness, group performance, and peers' perceptions of threat of retaliation, through relationship conflict.Design/methodology/approachIn a laboratory setting, 42 groups of undergraduate students (N = 182) from a Pakistani university were assigned to group projects to be completed within four months. Data collected from three different questionnaires at four different times and actual scores awarded by the course instructor to each group were used for the analyses. Based on rWG(J) and ICC(1), level 1 (182 students') data were aggregated to level 2 (groups), and then analysed using regression analysis followed by Preacher and Hayes' bootstrapping procedure.FindingsResults suggest that high agreeableness predicts group performance positively and peers' perceptions of threat of retaliation negatively. Moreover, relationship conflict among group members significantly mediates the agreeableness-group performance relationship. The above relationships may be sensitive to national culture.Research limitations/implicationsIn this study, groups were formed for a few months, whereas in real organizational life, workgroups are formed for different durations. Therefore, the range of situations to which these findings generalize remains an open question.Practical implicationsAgreeableness of group members can be constructive for performance of the group. Managers may utilize this insight while forming groups, and rating performance.Originality/valueThere is dearth of research illuminating how employee's personality traits affect group performance and appraisal ratings. The study tests the effects of employee agreeableness on: (1) group performance, as rated by supervisors; (2) the threat of retaliation, as perceived by peer raters; and (3) the mediating effect of relationship conflict.

Health Care Group Performance Ratings—Rethinking the Ruling Order

Health Care Group Performance Ratings—Rethinking the Ruling Order

One Best Way? Leader Behavior and Different Aspects of Team Performance

Abstract. In two experiments, we tested differential effects of transformational, empowering, and task-oriented leader behavior on various aspects of team performance (quantity, quality, independence, subjective group performance) using three different tasks. In Experiment 1, 60 three-person teams completed a rank-order task and in Experiment 2, 54 three-person teams completed a construction and an information-search task. In both experiments, a videotaped team leader displayed transformational, empowering, or task-oriented leadership. Results suggested that leadership effectiveness may be a function of group outcome. Only for the tasks of Experiment 2 did transformational leadership result in superior outcomes, specifically regarding productivity and originality. Empowering leadership, in turn, yielded superior outcomes in terms of leader-independent thinking, while task-oriented leadership resulted in the highest subjective group performance ratings – except for the ranking task in which satisfaction ratings were highest for transformational leadership. Implications for research and practice are discussed.

AN EXTENSION OF THE RATIO SYSTEM APPROACH OF MOORA METHOD FOR GROUP DECISION-MAKING BASED ON INTERVAL-VALUED TRIANGULAR FUZZY NUMBERS

Decision-making in fuzzy environment is often a very complex, especially when related to predictions and assessments. The Ratio system approach of the MOORA method and Intervalvalued fuzzy numbers have already proved themselves as the effective tools for solving complex decision-making problems. Therefore, in this paper an extension of the Ratio system approach of the MOORA method, which allows a group decision-making as well as the use of interval-valued triangular fuzzy numbers, is proposed. Interval-fuzzy numbers are rather complex, and therefore, they are not practical for direct assigning performance ratings. For this reason, in this paper it has also been suggested the approach which allows the expression of individual performance ratings using crisp, interval or fuzzy numbers, and their further transformation into the group performance ratings, expressed in the form of interval-valued triangular fuzzy numbers, which provide greater flexibility and reality compared to the use of linguistic variables. Finally, in this paper the weighted averaging operator was proposed for defuzzification of interval-valued triangular fuzzy numbers.

Group Personality Composition and Performance in Military Service Teams

A field study of intact military teams tested hypotheses about group personality composition on conscientiousness and agreeableness. Members of 47 intact military service teams completed questionnaires assessing individual personality traits, and their supervisors rated team performance. Group average agreeableness and conscientiousness correlated positively with group performance ratings, as did the group minimum score for both traits. Variance for group agreeableness correlated negatively with group performance. Groups with high scores on both conscientiousness and agreeableness received higher performance ratings than all other group compositions, pointing to the possibility of synergy of complementary, collective personality traits in work teams. Results carry implications for theory, application, and future research.

Factors related to good group performance in nursing

In nursing, the strain resulting from physical, mental and social work loads depends on both individual work capacity and the performance of the group. The relation between assessments of individual work capacity and assessments of the performance of the ward as a whole was determined on 10 wards, on the basis of questionnaire answers concerning personal physical and mental performance, as well as effectiveness, flexibility, division of tasks and cooperation of all the nursing staff. No relation between average individual performance and group performance was found. Group performance ratings were closely associated with management atmosphere and supervisor support. The opinions of the auxiliary nurses were mostly decisive for the general opinion of the staff. Relevance to industry Individual employees are increasingly dependent on cooperation with fellow employees to perform well in their job. Both in the service sector and in industry, any limitations to cooperation puts strain on the individual employee and may over time result in a lower level of health and performance.

Satisfaction and performance in research and development tasks as related to information accessibility

The relationship between information accessibility and intrinsic job satisfaction and group performance ratings is examined in eight research sections and six development sections. Accessibility to three different types of information is considered as follows: (1) technical information generated outside the organization, (2) technical information generated inside the organization, and (3) goal-related information. Positive relationships were hypothesized for each measure of information accessibility and both satisfaction and performance. These hypotheses were supported for the two measures of internal information accessibility in development sections for both satisfaction and performance.

Effect of Prior Experience, Access to Information and Level of Performance on Individual and Group Performance Ratings

The effects of feedback, prior judging experience and the level of the performance being judged on individual and group ratings of the performances were determined. 36 experienced and 36 inexperienced gymnastic judges viewed a film containing 20 gymnastic performances of low, moderate and high caliber under conditions of complete, partial, and no feedback of information as to the ratings of the other judges in their respective groups. On the basis of conformity theory it was hypothesized that groups rating performances in an open system are more reliable and accurate in their ratings than are groups operating in partial or no-feedback conditions. Further, this tendency was hypothesized to become manifest more if performances are of low caliber as opposed to moderate or high caliber and if the observers are experienced at rating performances as opposed to inexperienced. While the data supported these hypotheses, only partial support was achieved for the hypothesis that intraindividual variability will be greatest among no-feedback and inexperienced groups. It was found that inexperienced judges were individually more variable in their ratings than experienced judges and that more intraindividual variability was displayed among ratings of low-level performances. Judges' ratings were compared to absolute criterion scores derived by a group of experts through various film analysis techniques.

Effect of the Number of Categories Systematically Observed on Individual and Group Performance Ratings

The effect of the number of behavior categories systematically observed on the reliability and accuracy of judges' ratings was determined. Ss representing two gymnastic judging systems rated 24 filmed routines under standardized conditions. The results showed that the judges rating only one category had significantly less variance from absolute ratings, less intravariance about their own mean, and higher reliability than those rating three categories. When the individual judge's ratings were combined into group ratings, no significant differences were found between observation systems on variance from absolute ratings; however, the groups rating only one category had significantly less intravariance than groups rating more than one category.