Browsing by Subject "rating"

Now showing 1 - 2 of 2
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    Open Access
    Do Rater Personality Traits Moderate the Relationship Between Intelligence and Rating Accuracy in Interviews?
    (2021) Bassier, Laeeqa; de Kock, Francois
    Research on judgment accuracy in human resource management shows that various rater characteristics predict accuracy, but emerging findings suggest that these individual differences may interact with one another (rather than being direct effects). The present study aimed to add to this area of research by determining how rater personality traits may moderate the relationship between GMA and rating accuracy. Secondary data collected in a prior study of police managers undergoing a seven-week managerial training course in South Africa (N =146) were analysed. The findings supported that selected rater personality traits may moderate the relationship between intelligence and rating accuracy. For example, rater intelligence was a better predictor of accuracy when the judge was more agreeable. Intellectance and conscientiousness were found to have no significant moderating effect on the relationship between intelligence and rating accuracy. Only three out of the Big Five Personality traits were examined in this research study. Importantly, the study contributed to theory by expanding the Good Judge model (De Kock et al., 2020), analysing how individual differences in the ability and trait domains may potentially interact to influence accuracy. In addition to enhancing our understanding of how rater personality constructs may affect accuracy, the study discusses important implications for practices, such as rater training and selection.
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    Open Access
    When more is not better: understanding the potential nonlinear relationship between intelligence and rating accuracy
    (2022) Schade, Marizanne; de Kock, Francois
    Employers rely on judges or raters to accurately rate the potential or performance of candidates through interviews or assessment centre evaluations. As the judgment process places heavy demands on information processing, cognitive ability (of raters) is important to detect and interpret behavioural cues presented by those being rated. A consistent empirical finding is that intelligence is the strongest predictor of rating accuracy, but prior research has largely been based on linear models. However, researchers have yet to investigate whether these variables could be nonlinearly related. By studying nonlinear models in judgment and accuracy, we can not only deepen our understanding of the ‘good judge' in HRM, but we may further enhance methods to select and train raters in applied practice. This secondary research study re-analysed data from a prior published study to evaluate the relationship between rater intelligence and accuracy of interview ratings provided by 146 South African managers. The predictiveness of an ordinary least squares (OLS) linear regression model was compared to two nonlinear models (quadratic and cubic) to determine which statistical approach explained the most variance in rating accuracy scores. Findings provided further support of a linear relationship between intelligence and rating accuracy suggesting no quadratic or cubic interactions. Judges, therefore, produced more accurate ratings at higher levels of intelligence. Possible explanations of the findings include the sample size and task complexity. Study limitations and recommendations for future research are discussed in detail