Perceptions of skill importance ratings for performance appraisal: Contextual effects by organization and by job classification.

Abstract

This dissertation reports the results of two studies conducted to determine whether perceptions of incumbents would vary across five job classifications in two hospitals on six skill importance categories. 172 subjects distributed 100 points across the importance categories in accordance with their perceptions of "what it takes to do a good job." Significant differences were found across job classifications and organizations. A second study of 30 nurses found they were able to recognize their weightings on the skill importance categories when presented in a performance appraisal setting and rejected equal weighting and inverse weighting options. Future research implications are discussed.