An Analysis of Peer Ratings as Predictors and Criterion Measures and a Proposed New Application

Abstract

The article focuses on peer ratings, which can be used as predictors of performance and sources of performance evaluation or criterion measures. Doubt about the utility of peer-ratings analysis comes from past research which found that peer ratings are not in alignment with other sources such as self-report or superiors' performance reports. Friendships, sub-group effects, and stereotypes are validity factors in the analysis of employee job behavior. Peer rating information can be used as a source of feedback and self-development tool.