INTERNAL HOMOGENEITY, DESCRIPTIVENESS, AND HALO: RESURRECTING SOME ANSWERS AND QUESTIONS ABOUT THE STRUCTURE OF JOB PERFORMANCE RATING CATEGORIES
通过两项研究评估评级类别的内部同质性和描述性丰富度对晕轮效应的影响，发现更同质且描述更丰富的类别能减少晕轮效应，为改进绩效评估工具提供依据。
A pair of studies are reported that assess the effects of two rating category attributes on the halo observed in job performance ratings. In Study 1, data obtained from 21 articles published in the 1970s provided indirect evidence that halo is lower when rating categories are more internally homogeneous, but the descriptive richness of the categories did not affect halo. These two factors were then manipulated in Study 2 which showed that student ratings of a faculty member's teaching performance contained less halo when the rating categories were more internally homogeneous and descriptively rich. These results suggest that halo can be reduced by using rating categories that do not force raters to (1) rely on their overall evaluation of the ratee, or (2) use the same salient observations as the basis for rating job performance on multiple categories. These two conclusions are essentially cognitive reformulations of classic advice about the importance of using rating categories that are clear, specific, and non‐overlapping. Extrapolation of the reformulated advice raises a number of interesting theoretical and practical questions about the relationship between rating category attributes and rater responses.