PSYCHOMETRIC PROPERTIES OF SUBORDINATE RATINGS OF MANAGERIAL PERFORMANCE
研究比较了下属、上级和自评对管理者绩效评价的心理测量特性，发现下属评价在收敛效度和宽大效应上与上级评价更相似，且比以往研究有更好的区分效度和更少的晕轮误差。
The purpose of the present study was to compare the psychometric properties of subordinate ratings of managerial performance to those of supervisor and self ratings. Subordinate ratings (n = 365), self‐ratings (n = 80) and supervisor ratings ( n = 80) were obtained on eight performance dimensions for middle level managers in a multinational corporation. Multitrait‐multimethod analysis of variance indicated significant effects for convergent validity, halo error, and discriminant validity. Comparisons between rating sources indicated that subordinate ratings are more similar to supervisor ratings than to self ratings in terms of convergent validity and leniency effect. A comparison of the present results to other studies indicated less convergent validity, more discriminant validity, and less halo error than found by others.