PubMed Health⌕ Search
Home/Archive/PubMed

PubMed · 11141705

Developing a perioperative peer performance appraisal system.

D E Mathews
View original source ↗Export metadata ↓

Abstract

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.

Explore related subjects

Employee Performance AppraisalHospitals, RuralHumansNursing AuditNursing Staff, HospitalPeer Review, Health CarePerioperative NursingProgram DevelopmentWashingtonJournal Article

Keep this discovery

Explore connections, maps & timelines

BibTeXRIS

D E Mathews. 2000. Developing a perioperative peer performance appraisal system.. https://doi.org/10.1016/s0001-2092(06)61909-1

Cite the original work for its findings. Save a collection to share your selection of sources.

KEEP EXPLORING

Related citations

PubMed2001

Are performance appraisal ratings from different rating sources comparable?

The purpose of this study was to test whether a multisource performance appraisal instrument exhibited measurement invariance across different groups of raters. Multiple-groups confirmatory factor analysis as well as item response theory (IRT) techniques were used to test for invariance of the rating instrument across self, peer, supervisor, and subordinate raters. The results of the confirmatory factor analysis indicated that the rating instrument was invariant across these rater groups. The IRT analysis yielded some evidence of differential item and test functioning, but it was limited to the effects of just 3 items and was trivial in magnitude. Taken together, the results suggest that the rating instrument could be regarded as invariant across the rater groups, thus supporting the practice of directly comparing their ratings. Implications for research and practice are discussed, as well as for understanding the meaning of between-source rating discrepancies.

Employee Performance Appraisal↗
PubMed2001

The implications of linking the dynamic performance and turnover literatures.

This article examines how the literatures of dynamic performance and the performance-turnover relationship inform each other. The nonrandom performance turnover relationship suggests that dynamic performance studies may be biased by their elimination of participants who do not remain for the entire study period. The authors demonstrated that the performance slopes of those who leave an organization differ from the performance slopes of those who remain. This finding suggests that studies of the performance-turnover relationship need to consider employee performance trends when predicting turnover. Replicating and extending the research of D. A. Harrison, M. Virick, and S. William (1996), the authors found that performance changes from the previous month and performance trends measured over a longer time period explained variance in voluntary turnover beyond current performance. Finally, the authors showed that performance trends interacted with current performance in the prediction of voluntary turnover.

Employee Performance Appraisal↗
PubMed2001

Use of situational judgment tests to predict job performance: a clarification of the literature.

Although situational judgment tests have a long history in the psychological assessment literature and continue to be frequently used in employment contexts, there has been virtually no summarization of this literature. The purpose of this article is to review the history of such tests and present the results of a meta-analysis on criterion-related and construct validity. On the basis of 102 coefficients and 10,640 people, situational judgment tests showed useful levels of validity (rho = .34) that were generalizable. A review of 79 correlations between situational judgment tests and general cognitive ability involving 16,984 people indicated that situational judgment tests typically evidence relationships with cognitive ability (rho = .46). On the basis of the literature review and meta-analytic findings, implications for the continued use of situational judgment tests are discussed, particularly in terms of recent investigations into tacit knowledge.

Employee Performance Appraisal↗