Identifying Motivation and Interpersonal Performance Using Peer Evaluations

Peer evaluations have historically shown high predictive validity, but the reason for this strength has not been clear. This research used an assessment center and subsequent training program to investigate the hypothesis that interpersonal performance and motivation are two key dimensions of perfor...

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Bibliographic Details
Published in:Military psychology 2001, Vol.13 (2), p.73-88
Main Authors: Zazanis, Michelle M, Zaccaro, Stephen J, Kilcullen, Robert N
Format: Article
Language:English
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Summary:Peer evaluations have historically shown high predictive validity, but the reason for this strength has not been clear. This research used an assessment center and subsequent training program to investigate the hypothesis that interpersonal performance and motivation are two key dimensions of performance that may account for the historical strength of peer assessments. Consistent with previous research, results showed that peer rankings from the assessment center predicted final training outcomes better than did staff ratings. Congruent with our hypothesis, results from the training program demonstrated that, when rating a student's expected future on-the-job performance, peers placed significantly more importance on interpersonal performance and motivation than did staff, and they placed significantly less importance on task performance. Additional longitudinal research is needed to explicitly link peer evaluations of interpersonal skills and performance motivation with future job performance.
ISSN:0899-5605
1532-7876
DOI:10.1207/S15327876MP1302_01