Restructured frame-of-reference training improves rating accuracy

The use of heuristic judgments is prevalent in organizations and negatively impacts accurate employee assessments. To minimize the negative impact of heuristic judgments (i.e., anchoring and adjustment), we aim to improve rating accuracy by restructuring frame‐of‐reference (FOR) training. We conduct...

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Main Authors: TSAI, Ming-Hong, WEE, Serena, KOH, Brandon
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Language:English
Published: Institutional Knowledge at Singapore Management University 2019
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Online Access:https://ink.library.smu.edu.sg/soss_research/2824
https://ink.library.smu.edu.sg/context/soss_research/article/4081/viewcontent/Restructured_frame_of_reference_training_improves_rating_accuracy.pdf
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spelling sg-smu-ink.soss_research-40812021-11-16T08:55:19Z Restructured frame-of-reference training improves rating accuracy TSAI, Ming-Hong WEE, Serena KOH, Brandon The use of heuristic judgments is prevalent in organizations and negatively impacts accurate employee assessments. To minimize the negative impact of heuristic judgments (i.e., anchoring and adjustment), we aim to improve rating accuracy by restructuring frame‐of‐reference (FOR) training. We conducted five studies (N = 1,143) using different samples (three including participants with hiring experience), training environments (onsite and online), and rating contexts (evaluations of sales representatives, teachers, contract negotiation specialists, and retail store managers). Across the five studies, the average improvement in rating accuracy was at least twice as large for restructured FOR (vs. control) training as it was for typical FOR (vs. control) training; the difference in rating accuracy between restructured and typical FOR training was statistically significant. Furthermore, minimizing the anchoring effect rather than increasing opportunities for rating adjustments improved rating accuracy (Study 4). Finally, restructured FOR training achieved higher criterion validity (i.e., a higher strength of the association between ratings regarding a target and the target's objective performance) than did typical FOR training (Studies 3 and 5). We discuss implications for improving the effectiveness of diverse training programs and the accuracy of judgments in organizations. 2019-04-01T07:00:00Z text application/pdf https://ink.library.smu.edu.sg/soss_research/2824 info:doi/10.1002/job.2368 https://ink.library.smu.edu.sg/context/soss_research/article/4081/viewcontent/Restructured_frame_of_reference_training_improves_rating_accuracy.pdf http://creativecommons.org/licenses/by-nc-nd/4.0/ Research Collection School of Social Sciences eng Institutional Knowledge at Singapore Management University anchoring and adjustment heuristic frame-of-reference judgment rating accuracy subjective evaluation Industrial and Organizational Psychology Quantitative Psychology
institution Singapore Management University
building SMU Libraries
continent Asia
country Singapore
Singapore
content_provider SMU Libraries
collection InK@SMU
language English
topic anchoring and adjustment heuristic
frame-of-reference
judgment
rating accuracy
subjective evaluation
Industrial and Organizational Psychology
Quantitative Psychology
spellingShingle anchoring and adjustment heuristic
frame-of-reference
judgment
rating accuracy
subjective evaluation
Industrial and Organizational Psychology
Quantitative Psychology
TSAI, Ming-Hong
WEE, Serena
KOH, Brandon
Restructured frame-of-reference training improves rating accuracy
description The use of heuristic judgments is prevalent in organizations and negatively impacts accurate employee assessments. To minimize the negative impact of heuristic judgments (i.e., anchoring and adjustment), we aim to improve rating accuracy by restructuring frame‐of‐reference (FOR) training. We conducted five studies (N = 1,143) using different samples (three including participants with hiring experience), training environments (onsite and online), and rating contexts (evaluations of sales representatives, teachers, contract negotiation specialists, and retail store managers). Across the five studies, the average improvement in rating accuracy was at least twice as large for restructured FOR (vs. control) training as it was for typical FOR (vs. control) training; the difference in rating accuracy between restructured and typical FOR training was statistically significant. Furthermore, minimizing the anchoring effect rather than increasing opportunities for rating adjustments improved rating accuracy (Study 4). Finally, restructured FOR training achieved higher criterion validity (i.e., a higher strength of the association between ratings regarding a target and the target's objective performance) than did typical FOR training (Studies 3 and 5). We discuss implications for improving the effectiveness of diverse training programs and the accuracy of judgments in organizations.
format text
author TSAI, Ming-Hong
WEE, Serena
KOH, Brandon
author_facet TSAI, Ming-Hong
WEE, Serena
KOH, Brandon
author_sort TSAI, Ming-Hong
title Restructured frame-of-reference training improves rating accuracy
title_short Restructured frame-of-reference training improves rating accuracy
title_full Restructured frame-of-reference training improves rating accuracy
title_fullStr Restructured frame-of-reference training improves rating accuracy
title_full_unstemmed Restructured frame-of-reference training improves rating accuracy
title_sort restructured frame-of-reference training improves rating accuracy
publisher Institutional Knowledge at Singapore Management University
publishDate 2019
url https://ink.library.smu.edu.sg/soss_research/2824
https://ink.library.smu.edu.sg/context/soss_research/article/4081/viewcontent/Restructured_frame_of_reference_training_improves_rating_accuracy.pdf
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