The multitrait-multirater approach to measuring managerial job performance

Abstract

CONSIDERS THE ADVANTAGES OF USING THE MULTITRAIT-MULTIRATER APPROACH TO MEASURING MANAGERIAL JOB PERFORMANCE. WITH THIS APPROACH THE CONVERGENT AND DISCRIMINANT VALIDITY OF RATINGS CAN BE DETERMINED, MORE INFORMATION CAG BE OBTAINED ABOUT THE MEANING OF THE RATINGS THAN COULD BE IF A SINGLE-RATER OR -TRAIT APPROACH WERE USED. MULTITRAIT-MULTIRATER DATA GATHERED FROM A SAMPLE OF MANAGERS ARE ANALYZED, AND THE CONVERGENT AND DISCRIMINANT VALIDITY OF THE RATINGS IS DETERMINED. ENCOURAGING LEVELS OF CONVERGENT AND DISCRIMINANT VALIDITY ARE OBTAINED INDICATING THAT RATINGS POTENTIALLY CAN BE VALID MEASURES OF MANAGERIAL JOB PERFORMANCE. SEVERAL OFF-QUADRANT ANALYSES ARE ALSO PERFORMED THAT INDICATE LOOKING AT THE DISAGREEMENT AMONG RATERS CAN LEAD TO FURTHER UNDERSTANDING OF THE RATING PROCESS. IT IS CONCLUDED THAT THIS APPROACH HAS ADVANTAGES FOR ESTABLISHING CRITERIA FOR RESEARCH OR PERSONNEL DECISION-MAKING PURPOSES. (PsycInfo Database Record (c) 2025 APA, all rights reserved)