MULTIFACETED CONCEPTIONS OF SELF‐OTHER RATINGS DISAGREEMENT
识别了自我与他人评分分歧的七种形式，通过验证性因子分析检测，并用332名经理的自我评价与主管评价数据说明，仅关注评分水平差异会忽略其他重要分歧形式。
Self‐other ratings disagreement (S‐ORD) is the extent to which one's self‐rating of performance differs from ratings made by Other people (e.g., supervisors). As increasing number of organizations adopt self‐assessment as a tool for managing performance, S‐ORD is becoming a central concern in performance appraisal research. Most past research, however, only examines S‐ORD in terms of the levels of ratings, and ignores other forms of disagreement. This paper identifies 7 different forms of S‐ORD that are detectable through the use of confirmatory factor analysis (CFA). The causes for each form of S‐ORD are discussed, as well as its conceptual and practical implications. The procedure is illustrated by comparing 332 managers' self‐evaluations with their supervisors' evaluations. An extension of the CFA model to a full structural equation model is used to illustrate and discuss the fragmentary nature of existing approaches to S‐ORD. It is shown that valid inferences concerning S‐ORD cannot be made unless various forms of S‐ORD, and not merely the differences in overall ratings, are detected and dealt with.