Factors that affect peer rater accuracy in multirater feedback systems

Multirater feedback, also referred to as multisource feedback or 360 degree feedback, has evolved into the performance appraisal system. The process of providing individuals with feedback from several sources, including coworkers, subordinates, clients, and supervisors, has emerged as a popular technique because it has the potential to provide a more complete picture of performance. Traditionally, the immediate supervisor was judged to be in the best position to evaluate an employee; however, using multiple rating sources leads to increased reliability, fairness and observational power as raters with differing perspectives and roles evaluate the employee (Harris & Scharbroeck, 1988; Latham 1989; Borman, 1997). Despite considerable research that has focused on the validity and accuracy of multirater feedback ratings compared to supervisory ratings, what remains ambiguous is a complete understanding of factors that may influence ratings provided by individuals who are not in roles traditionally known to evaluate employees, such as supervisors. Although multirater feedback holds promise as a means of evaluation that is less biased, more reliable, and more valid than the traditional supervisory appraisal method, no studies have focused specifically on the nonperformance factors that may influence the accuracy of peer ratings. Therefore, examining factors that have the potential to influence ratings provided by peers warrants attention. This study examined numerous nonperformance variables anticipated to affect peer responses to multirater feedback instruments. These findings may improve the interpretation and understanding of peer feedback in multirater feedback assessments. Acknowledgments I want to express sincere appreciation to my family, friends, colleagues, committee members, and fellow researchers, who supported and encouraged me through this process. Thank you, Jason D. Thiry, my husband; your commitment and dedication to my achievement of this goal was in many ways equal to my own. How blessed I am to have a partner who is as devoted to the dreams and ambitions of his spouse as he is to his own. Thank you, Daniel and Lisa Schneider, my parents; you have instilled in me the strength and fortitude to continuously set and achieve new goals. You lead by example. I want to express sincere gratitude to the members of my dissertation committee. Your professional competencies are matched only by your infectious enthusiasm for teaching and mentoring. Thank you, Dr. Michael H. McGivern, my committee chairperson. First, and foremost, I am grateful that you agreed to undergo this journey and “adopt” me as your mentee. Thank you for your patience and support, from the start of my coursework, through the completion of this research. Thank you, Dr. Keith J. Johansen, for your willingness to share your knowledge and expertise during my coursework and your suggestions regarding this study throughout the research process. Thank you, Dr. Jim Mirabella, for sharing expert advice, generously investing your time, at all hours, and offering careful guidance and direction to ensure that this goal would be realized. You had confidence in me when my own wavered; for that, I am eternally grateful. I am fortunate to have developed lifelong friendships on this journey. able of