A fairer examination of rating scales when used for performance appraisal in a real organizational setting
研究对比了行为锚定评分量表（BARS）与图形量表在真实组织绩效评估中的表现，发现BARS能减少宽大效应和晕轮效应，并提高评分者间信度。
Abstract Fifty‐seven managers in an aircraft plant who had received rater training, appraised their subordinates ( n = 376) using both a BARS format and a graphic scale. Less leniency and halo effect occurred with the BARS format. In addition, the use of BARS resulted in higher interrater reliability than ratings obtained with the graphic scale. Finally, the overall (global) evaluation derived with the BARS form was significantly less susceptible to leniency effect. A tentative conceptual framework to explain this finding was suggested.