A Comparison of Three Methods of Performance Appraisal with Regard to Goal Properties, Goal Perception, and Ratee Satisfaction
研究比较了三种绩效评估量表（简单图形量表、行为锚定量表和行为观察量表）对96名警察的评估效果，发现行为观察量表在评估对象满意度和目标感知上表现最佳，但图形量表在态度和目标特性上同样有效。
The effects of rating scale formats on several indices of the usefulness of performance appraisal for employee development were examined. The job performance of 96 police officers was rated using simple graphic scales or one of two behaviorally oriented rating formats: behaviorally anchored rating scales (BARS) and behavior observation scales (BOS). As predicted, ratees’ satisfaction with performance appraisal was highest and their perceptions of performance goals most favorable when using BOS. In addition, performance improvement goals for officers rated using BOS were judged by experts to be most observable and specific. Contrary to the authors’ predictions, graphic rating scales were generally as good as BOS and as good as or better than BARS when evaluated in terms of ratee attitudes and goal characteristics. The results suggest that different behaviorally-oriented rating formats can enhance or inhibit the developmental applications of performance appraisal.