中国科学院心理研究所机构知识库

应用多质 -多评价者矩阵分析绩效评定中两种常见误差 -光环效应和自我中心效应。以足球运动员为被评价者 ,以关键事件技术为职务分析方法获得绩效评定特质。以 45名被试观看足球比赛后评定的各职务特质间的相关为基础相关系数 ; 两组共 8名被试观看录像剪辑并采用两种评价标准作评价 ,计算各特质评定结果间的相关系数 ,并整理为多质 -多评价者矩阵。结果表明 ,多质 多评价者矩阵可以直观显示光环效应 ; 评价者在不同职务的个别特质上表现出自我中心效应。

This research used the multit rait-multirater matrix to analyze two kinds of bias: halo effect and egocentric effect. Professional football players were rated in this research. The performance traits of four different positions were obtained using Critical Incident Technique. The basic correlation coefficient was the correlation among position traits rated by 45 subjects after watching one football match. Eight subjects who were divided into two groups watched part of one cassette while part of them changed their rating standard. The correlation coefficients among the rating results of each trait were computed and then sorted into a multit rait-multirater matrix. The result showed that halo effect could be identified explicitly in multit rait-multirater matrix, and the raters showed egocentric effect in some specific traits of different positions.