Open Access. Powered by Scholars. Published by Universities.®
Articles 1 - 2 of 2
Full-Text Articles in Business
Correcting Turnover Correlations: A Critique, Chuck R. Williams, L. H. Peters
Correcting Turnover Correlations: A Critique, Chuck R. Williams, L. H. Peters
Chuck R Williams
In this article, the authors argue that turnover correlations do not need to be corrected. First, they maintain that correction formulas cannot correct for poor construct validity. Second, they discuss the original purposes of turnover correction formulas. Third, the authors describe the logical fallacies of correcting turnover correlations. Finally, they show why turnover correlations are not, as is widely believed, statistically limited to a maximum of .80.
Where All The Children Are Above Average: A Meta Analysis Of The Performance Appraisal Purpose Affect, J. Jawahar, Chuck R. Williams
Where All The Children Are Above Average: A Meta Analysis Of The Performance Appraisal Purpose Affect, J. Jawahar, Chuck R. Williams
Chuck R Williams
More than 40 years ago, Taylor and Wherry (1951) hypothesized that performance appraisal ratings obtained for administrative purposes, such as pay raises or promotions, would be more lenient than ratings obtained for research, feedback, or employee development purposes. However, research on appraisal purpose has yielded inconsistent results, with roughly half of such studies supporting this hypothesis and the other half refuting it. To account for those differences, a meta-analysis of performance appraisal purpose research was conducted with 22 studies and a total sample size of 57,775. Our results support Taylor and Wherry's hypothesis as performance evaluations obtained for administrative purposes …