I think we, as a field, could stand to be slightly more careful about reflexively assuming that supervisor reports are always better than self reports, or that self reports are always worthless. In the area of counterproductive (or deviant) work behavior, for example, supervisors are likely to be operating with very little accurate information. Many (though not all) CWBs are likely to be performed in a covert manner, and supervisors are likely to be the last to know about such behavior. Supervisor ratings of CWB are therefore likely to be severely contaminated by halo error.
Of course there are several problems with self-ratings of CWB too. However, when anonymity is assured and when there is a clear separation between the researcher and the organization, it is not obvious to me that self ratings of CWB are worse than supervisor ratings. Moreover, my reading of the CWB literature suggests that other CWB researchers share these concerns about supervisor ratings of CWB.
Just my two cents....
-Reeshad
--
Reeshad S. Dalal, Ph.D.
Assistant Professor
Industrial/Organizational Psychology
George Mason University
Fairfax, VA, USA
----- Original Message -----
From: Michael A McDaniel/AC/VCU <
mamcdani@VCU.EDU>
Date: Thursday, February 4, 2010 10:41 am
Subject: Re: [OB-LIST] Self-reported job performance measures
> The reliability of supervisor ratings is about .52 which I agree
> is awful.
> However, the assessments made by supervisors may be considered a
> better
> operational measure of job performance than largely delusional
> self-assessments. My suggestion concerning self-report items of
> more
> objective behavioral incidents that either occurred or did not
> occur is
> an attempt to reduce the self-delusions associated with more
> subjective
> items such as "My job performance is above average." Even with
> more
> objective statements, it will be difficult to defend self-report
> job
> performance measures as acceptable measures of job performance.
> For
> example, in a personnel selection validation study, few reviewers
> would
> find a self-report job performance measure to be adequate.
>
> Mike
>
> Michael A. McDaniel, Ph.D.
> Professor - Human Resources and
> Organizational Behavior
> Department of Management,
> Research Professor, Department of Psychology
> Virginia Commonwealth University
> 301 West Main Street, , PO Box 844000
> Richmond, VA 23284-4000
> The Management Department of the VCU School of Business offers a
> Ph.D. in
> Business with a specialization in Organizational Behavior.
>
http://www.people.vcu.edu/~mamcdani/
> voice: 804.827.0209
> e-mail:
MAMcDani@vcu.edu
> skype: MichaelAMcDaniel
>
>
>
>
> From:
> "Cole, Michael" <
m.s.cole@TCU.EDU>
> To:
>
OB@AOMLISTS.PACE.EDU
> Date:
> 02/03/2010 08:22 PM
> Subject:
> Re: [OB-LIST] Self-reported job performance measures
> Sent by:
> Organizational Behavior Division Listserv <
OB@AOMLISTS.PACE.EDU>
>
>
>
> If I may add one more observation/question ? Might it also be
> unwise to
> assume a supervisor?s performance ratings as accurate? After all,
> they too
> are subject to many of the same biases as the target. Thus, an
> ?objective?
> rating may not mean more reliable or more valid.
>
> Best regards,
>
> ~Michael
>
> ****************************
> Michael S. Cole
> Department of Management
> Texas Christian University
> Fort Worth, TX 76109
> Tel: 817/257-6796
> Fax: 817/257-7227
> E-mail:
m.s.cole@tcu.edu
>
www.sbuweb.tcu.edu/mcole
>
>
> From: Organizational Behavior Division Listserv [
> mailto:
OB@AOMLISTS.PACE.EDU] On Behalf Of Michael A McDaniel/AC/VCU
> Sent: Wednesday, February 03, 2010 12:16 PM
> To:
OB@AOMLISTS.PACE.EDU
> Subject: Re: [OB-LIST] Self-reported job performance measures
>
> I recognize that self-reported measures of job performance may be
> better
> than no measure of job performance. However, it would be unwise to
> consider the self-reported measure to have much accuracy in
> actually
> measuring job performance. The low performers are often quite
> clueless
> about how poorly they perform. Most all respondents will
> overestimate
> their job performance. Superior performers will likely
> underestimate
> their performance somewhat.
>
> You may wish to consider some statements of objective indicators
> of job
> performance. Respondents might lie to you in response to the
> following but
> they may not be as delusional as employees typically are in
> rating their
> own job performance. Consider the following:
> Have you been fired?
> Have you had to quit a job to avoid being fired?
> Have you needed to quit a job without having another job waiting
> for you?
> (an attempted subtle version of the previous item)
> Have you been told that your performance has to substantially
> improve or
> you will be fired?
> Have you won an award for good performance?
> Have you received a written commendation for good performance?
> Have you received a written disciplinary note for poor
> performance?
>
> Best wishes,
>
> Mike
>
> Michael A. McDaniel, Ph.D.
> Professor - Human Resources and
> Organizational Behavior
> Department of Management,
> Research Professor, Department of Psychology
> Virginia Commonwealth University
> 301 West Main Street, , PO Box 844000
> Richmond, VA 23284-4000
> The Management Department of the VCU School of Business offers a
> Ph.D. in
> Business with a specialization in Organizational Behavior.
>
http://www.people.vcu.edu/~mamcdani/
> voice: 804.827.0209
> e-mail:
MAMcDani@vcu.edu
> skype: MichaelAMcDaniel
>
>
>
>
> From:
> Spela Trefalt <
spela.trefalt@SIMMONS.EDU>
> To:
>
OB@AOMLISTS.PACE.EDU
> Date:
> 02/03/2010 11:38 AM
> Subject:
> [OB-LIST] Self-reported job performance measures
> Sent by:
> Organizational Behavior Division Listserv <
OB@AOMLISTS.PACE.EDU>
>
>
>
>
>
> Dear colleagues,
>
> My collaborators and I are developing a survey instrument and we
> want to
> include a measure of self-reported job performance. The survey
> will be
> administered to individuals who occupy more than one type of job,
> so we
> are
> looking for a widely applicable measure.
>
> Do you know of any published measures that would fit the bill? I will
> appreciate your suggestions.
>
> Thank you,
>
> ?pela
>
> ?pela Trefalt
> Assistant Professor
> Simmons School of Management
> 300 The Fenway, M341
> Boston, MA 02115
> 617-521-3823
>
spela.trefalt@simmons.edu
>
> Educating Women for Power and Principled Leadership
>
> P Before printing, please think about the environment.
>