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Colloquium at Waterloo
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Yvonne Weppler
Nov 5, 2004, 9:09:27 AM11/5/04
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Please post or announce the following.
Everyone is welcome.
As part of an ongoing program of research on the biasing effects of rater expectations, my students and I find that raters (mis)led to believe that a work group performed well (vs. poorly) report observing more effective and fewer ineffective work behaviors (Martell & Willis, 1993, Organizational Behavior and Human Decision Processes; Martell, Guzzo, &Willis, 1995, Journal of Applied Psychology; Martell & Guzzo, 1991, Organizational Behavior and Human Decision Processes). These studies reveal that raters adopt a more liberal decision criteria when judging behaviors consistent (vs. inconsistent) with their expectations. Currently my research is focused on diminishing the effects of rater expectations in behavioral measurement. Recently, for example, we found that the behavioral ratings of groups (versus individuals) were less influenced by rater expectations (Martell & Leavitt, 2002, Journal of Applied Psychology). My talk will present the findings of a study that used a source-monitoring technique, derived from dual process theories of memory, to reduce the effects of rater expectations on work behavior ratings (Martell & Evans, in press, Journal of Applied Psychology). In this study, raters were trained to report only behaviors that evoked detailed memories (Rememberjudgments) and to avoid reporting behaviors believed to have occurred based on feelings of familiarity (Knowjudgments). Results revealed that controlling the response strategy used in making behavioral judgments was effective in decreasing (and sometimes eliminating) the biasing effects of rater expectations. The possible implications of these findings for the enduring debate regarding single vs. dual process theories of recognition memory will be discussed (but only briefly!), as will future research studies aimed at using a source-monitoring procedure to investigate questions regarding how gender and racial stereotypes introduce bias in behaviorally-based work ratings and, importantly, what can be done about it.
Everyone is welcome.
Colloquium Presentation
Department of Psychology
University of Waterloo
Waterloo, Ontario
November 11, 2004
3:00 pm
HH 150
Richard F. Martell
Department of Psychology
Montana State University
"Source-monitoring training: Toward reducing rater-expectancy
effects in behavioral measurement & and beyond"
AbstractDepartment of Psychology
University of Waterloo
Waterloo, Ontario
November 11, 2004
3:00 pm
HH 150
Richard F. Martell
Department of Psychology
Montana State University
"Source-monitoring training: Toward reducing rater-expectancy
effects in behavioral measurement & and beyond"
As part of an ongoing program of research on the biasing effects of rater expectations, my students and I find that raters (mis)led to believe that a work group performed well (vs. poorly) report observing more effective and fewer ineffective work behaviors (Martell & Willis, 1993, Organizational Behavior and Human Decision Processes; Martell, Guzzo, &Willis, 1995, Journal of Applied Psychology; Martell & Guzzo, 1991, Organizational Behavior and Human Decision Processes). These studies reveal that raters adopt a more liberal decision criteria when judging behaviors consistent (vs. inconsistent) with their expectations. Currently my research is focused on diminishing the effects of rater expectations in behavioral measurement. Recently, for example, we found that the behavioral ratings of groups (versus individuals) were less influenced by rater expectations (Martell & Leavitt, 2002, Journal of Applied Psychology). My talk will present the findings of a study that used a source-monitoring technique, derived from dual process theories of memory, to reduce the effects of rater expectations on work behavior ratings (Martell & Evans, in press, Journal of Applied Psychology). In this study, raters were trained to report only behaviors that evoked detailed memories (Rememberjudgments) and to avoid reporting behaviors believed to have occurred based on feelings of familiarity (Knowjudgments). Results revealed that controlling the response strategy used in making behavioral judgments was effective in decreasing (and sometimes eliminating) the biasing effects of rater expectations. The possible implications of these findings for the enduring debate regarding single vs. dual process theories of recognition memory will be discussed (but only briefly!), as will future research studies aimed at using a source-monitoring procedure to investigate questions regarding how gender and racial stereotypes introduce bias in behaviorally-based work ratings and, importantly, what can be done about it.
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