Evaluating rater training with double-pretest one-posttest designs: an analysis of testing effects and the moderating role of rater self-efficacy |
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Authors: | Klaus Moser Verena Kemter Kerstin Wachsmann Nora Z Köver Roman Soucek |
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Institution: | 1. School of Business and Economics, University of Erlangen-Nuremberg, Nuremberg, Germanyklaus.moser@fau.de;3. School of Business and Economics, University of Erlangen-Nuremberg, Nuremberg, Germany |
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Abstract: | AbstractPrevious research on performance appraisal in Human Resource Management has found that frame-of-reference (FOR) training can improve rating accuracy. However, both the time-consuming development of training materials and the almost exclusive use of experimental evaluation designs limit the dissemination of FOR training as well as a better understanding of how and when it works. Therefore, unlike past research, the present studies used more general rater training materials and examined improvements in rater accuracy by means of a double-pretest one-posttest design. Study 1, using a student sample (the majority being part-time employees; N = 58), demonstrated the effectiveness of the rater training over and above a testing effect. Study 2 with participants from the workforce population (N = 45) replicated these results. In addition, in Study 2, pre-training rater self-efficacy moderated rater training effectiveness such that the rating accuracy of trainees with low self-efficacy improved more than did accuracy scores of trainees high in rater self-efficacy. We conclude that an effective FOR training can be conducted with less organization-specific materials, though both testing effects must be controlled for and individual differences (i.e. rater self-efficacy) between trainees have to be taken into account. |
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Keywords: | Rater training frame-of-reference accuracy double-pretest one-posttest design rater self-efficacy |
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