Feedback laboral y precisión de las autoevaluaciones de desempeño

• Autores: Ana I. García Álvarez, Anastasio Ovejero Bernal
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 14, Nº 1, 1998, págs. 65-88
• Idioma: español
• Enlaces
  • Texto completo (pdf)
• Resumen
  • español

    Evaluar con la mayor precisión posible el trabajo que estamos realizando presenta numerosas ventajas para la dirección de personal. El objetivo de la presente investigación es evaluar la precisión de las autoevaluaciones de desempeño, entendidas como el grado de ajuste entre éstas y las evaluaciones del supervisor, según los distintos contextos de feedback laboral, en función de las distintas fuentes y de su señal. Dos cuestionarios (Job Feedback Survey y una Escala de Evaluación de Desempeño) fueron administrados a una muestra compuesta por 775 trabajadores de un Ayuntamiento asturiano, siendo el 68.7% varones y el 31.3% mujeres,cuyas edades estaban comprendidas entre los 21 y 64 años. El total de puestos diferentes es de72. El análisis de datos incluye diversos t-test, Correlación de Pearson, Análisis de Varianza yAnálisis Discriminante. Los resultados no han sido demasiado concluyentes para establecer la relación que mantiene el feedback con el grado de precisión de las autoevaluaciones. Sin embargo, a pesar de ello, se puede decir que la fuente de feedback que mejor ha discriminado es Organización/Supervisor negativo, lo que confirma la importancia de tener en cuenta la fuente y el signo del feedback, así como distintos aspectos del desempeño cuando se quieren relacionar ambos.

  • English

    An accurate assessment of work is very advantageous for personnel management. This paperaims at evaluating the accuracy of performance self-assessments, defined as the agreement between self and supervisor ratings, depending on work feedback contexts, and in terms of sources and signs. The Job Feedback Survey and a performance rating scale were administered to a sample of 775 workers in an Asturian City Hall. Ages ranged between 21 and 64, and 68,7% were males and 31,3% females. The study included 72 different jobs. Data analysis performed covered several t-tests, Person r, analysis of variance, and discriminant analysis. Results showed little significant relationship between feedback and self-assessment accuracy.The best feedback source to discriminate is negative organization/supervisor, what stresses the importance of taking into account both source and sign of the feedback when looking into the relationship between feedback and self-assessment.

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