Studies in Personnel and Industrial Psychology

By Edwin A. Fleishman | Go to book overview
that (1) the ratings submitted by the less intelligent "untrained" supervisors are most colored by bias (coefficient of "halo" is r = +.55); (2) the ratings submitted by the more intelligent "trained" supervisors are those that are least colored by bias (coefficient of "halo" is r = +.28); and that (3) intelligence may be more important than "training" in reducing bias as seen by a comparison of the mean coefficient of "halo" for the more intelligent "untrained" supervisors (r = +.35) and the mean coefficient of "halo" for the less intelligent "trained" supervisors (r = +.41).In the case of the Supervisory-Administrative and Persuasive Interest components, the relationship with "halo" were low negative correlations (Supervisory-Administrative Interest vs. "halo" r = -.30; and Persuasive Interest vs. "halo" r = -.35).
TABLE 8
RELATIONSHIP OF I.Q. TO "HALO" IN
"TRAINED" AND "UNTRAINED" CLASSES
I.Q. SCORES MEAN CORRELATIONS
Trained Untrained
I.Q. = 125 or higherMr = +.28Mr = +.35
I.Q. = 124 or lowerMr = +.41Mr = +.55
This would indicate that the more intense the levels of these interests within the supervisor, the less the ratings he submitted would be colored by bias. The relationship of reliability to "halo" was covered in the discussion of reliability of ratings, where it was shown that a negative correlation existed between these two variables.
Summary and Conclusion
As stated in the introduction to this article, the general purpose of the study was to determine the degree to which certain weaknesses inherent in the ratings submitted on an existing scale could be reduced or overcome by designing a new scale and by training supervisors in the principles and techniques of rating. To obtain the information required for the study, several problems were investigated:
1. To determine the degree to which reliability, leniency and bias existed in the former merit-rating system;
2. To determine the influence of the format of the rating scale, special training in rating and certain characteristics of the supervisors upon reliability, leniency and bias.
3. To modify the rating procedure and to conduct several follow-up studies in order to determine the net gains once the new procedure had been put to practical use.

The specific isolated studies conducted during these investigations revealed certain facts which are of sufficient interest and importance to warrant special mention:

-133-

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