This paper presents an approach to studying accuracy
in person perception. Problems in assessing
interpersonal accuracy are discussed, and then
addressed in an empirical study of the perception of
human performance. In the study, 16 scripts describing
persons performing on two jobs-recruiting
interviewer and manager-were prepared in such a
way that the performers’ effectiveness on various dimensions
of performance approached a preset,
realistic level. Five- to nine-minute performances of
these scripts were videotaped, and "true scores" of
effectiveness were developed by obtaining expert
ratings of performance on each relevant job dimension.
One hundred forty-six students then completed
a series of inventories tapping various individual
differences and rated the performers’ effectiveness
on each dimension. Differential accuracy
(DA; Cronbach, 1955) scores were computed for
each subject, and DA scores were correlated with
inventory responses. Seventeen percent of the variance
in DA was accounted for by the individual
differences measured. A profile of the accurate perceiver
of performance was developed, and these results
were compared to findings from other studies
of interpersonal accuracy.
Borman, Walter C. (1979). Individual differences correlates of accuracy in evaluating others' performance effectiveness. Applied Psychological Measurement, 3, 103-115. doi:10.1177/014662167900300111
Borman, Walter C..
Individual differences correlates of accuracy in evaluating others' performance effectiveness.
Retrieved from the University of Minnesota Digital Conservancy,
Content distributed via the University of Minnesota's Digital Conservancy may be subject to additional license and use restrictions applied by the depositor.