PubMed · 10248518
The source did not provide an abstract. Follow the original record for more information.
Explore connections, maps & timelines
J W English, J I Gottesman. 1980. Using results to rate performance.. https://pubmed.ncbi.nlm.nih.gov/10248518/
Cite the original work for its findings. Save a collection to share your selection of sources.
KEEP EXPLORING
Explore the source record for details and available documents.
This article describes the course of action taken by one surgical department to develop and implement a peer appraisal process for nursing staff members. This rural, hospital-based, four-room surgical suite is staffed by 15.5 full-time equivalents (i.e., 22 staff members total) and includes full-time, part-time, and per diem nurses; surgical technologists; two aides; one scheduler; and one part-time educator. The author explains the steps the department took from beginning concept to implementation of the peer appraisal process.
The authors studied the relationship between the Big Five personality factors and rating elevation among 111 students making peer evaluations. It was hypothesized that Conscientiousness (C) scores would be negatively correlated with rating level and that Agreeableness (A) scores would be positively correlated with rating level. We further predicted that individuals who were low on C and high on A would produce the most elevated ratings. As predicted, A scores were positively related to rating level (.33, p < .01) and C scores were negatively correlated with rating level (-.37, p < .01). Using the strong hypothesis test (P. Bobko, 1986), the authors found that ratings by low C and high A individuals were more elevated than all other groups of students combined (p < .01).