Test of a Latent Structure of Performance Ratings Derived from Wherry’s (1952) Theory of Rating
基于Wherry的评级理论构建绩效评级潜在结构模型，用来自96家企业的约700名员工的评级数据检验，结果部分支持模型，确认了维度真实绩效和整体评级偏差效应，但未支持区域偏差效应。
A model of the latent structure of performance ratings based on Wherry's (19.52) theory of rating was developed which sought to explain relationships between multiple ratings, each of multiple performance dimensions, obtained from multiple rating sources. The model was tested using data obtained from first-and second-level supervisors who rated the performance of approximately 700 entry level clerical and professional/technical employees of 96 insurance, financial, and service organizations. Results only partially confirmed the a priori model, supporting specifications of dimensional true performance and overall rater bias effects, but failing to support specifications of areal (dimensional) bias effects on ratings.