EFFECTS OF RATEE TASK-PERFORMANCE AND INTERPERSONAL FACTORS ON SUPERVISOR AND PEER PERFORMANCE RATINGS

The study examines the effects of a wide array of rater-ratee relation ship and ratee-characteristic variables on supervisor and peer job-per formance ratings. Interpersonal ratings, job performance ratings, and ratee scores on ability, job knowledge, and technical proficiency were available for 493-631 first-tour U.S. Army soldiers. Results of super visor and peer ratings-path models showed ratee ability, knowledge, an d proficiency accounted for 13% of the variance in supervisor performa nce ratings and 7% for the peer ratings. Among the interpersonal varia bles, ratee dependability had the strongest effect for both models. Ra tee friendliness and likeability had little effect on the performance ratings. inclusion of the interpersonal factors increased the variance accounted for in the ratings to 28% and 19%, respectively. Discussion focuses on the relative contribution of ratee technical and contextua l performance to raters' judgments.