| Abstract: | Fifty-seven managers in an aircraft plant who had received rater training, appraised their subordinates (n = 376) using both a BARS format and a graphic scale. Less leniency and halo effect occurred with the BARS format. In addition, the use of BARS resulted in higher interrater reliability than ratings obtained with the graphic scale. Finally, the overall (global) evaluation derived with the BARS form was significantly less susceptible to leniency effect. A tentative conceptual framework to explain this finding was suggested. |
