Predicting Managerial Performance in Law Enforcement: The Impact of Work Setting and Rater Position
| dc.contributor.advisor | Mark A. Wilson, Committee Chair | en_US |
| dc.contributor.author | Carter, Lycia Anne | en_US |
| dc.date.accessioned | 2010-04-02T18:31:26Z | |
| dc.date.available | 2010-04-02T18:31:26Z | |
| dc.date.issued | 2005-12-29 | en_US |
| dc.degree.discipline | Psychology | en_US |
| dc.degree.level | dissertation | en_US |
| dc.degree.name | PhD | en_US |
| dc.description.abstract | The purpose of this research was twofold: to determine the predictive validity of a promotion process currently in use at a statewide law enforcement agency; and to investigate the effect that rater position and work context exhibit on the relationships between three components of job performance and overall performance ratings. Results indicate that performance ratings are the most robust predictor of supervisory performance, after accounting for the effects of time in rank and the number of times an individual participated in the promotion process before being promoted. The predictive validity of the promotion process was modest but statistically significant, accounting for approximately 21% of the variance in supervisory performance when the evaluator's position and the incumbents' work setting were included in the model. Results for the criterion side of the model indicate that task performance and citizenship performance account for the greatest amount of variance in overall supervisory performance. The effects that rater position and work context have on the relative weights of task, citizenship and counterproductive performance were inconclusive but suggest a possible interaction between rater position and work setting. | en_US |
| dc.identifier.other | etd-12212004-170851 | en_US |
| dc.identifier.uri | http://www.lib.ncsu.edu/resolver/1840.16/3535 | |
| dc.rights | I hereby certify that, if appropriate, I have obtained and attached hereto a written permission statement from the owner(s) of each third party copyrighted matter to be included in my thesis, dissertation, or project report, allowing distribution as specified below. I certify that the version I submitted is the same as that approved by my advisory committee. I hereby grant to NC State University or its agents the non-exclusive license to archive and make accessible, under the conditions specified below, my thesis, dissertation, or project report in whole or in part in all forms of media, now or hereafter known. I retain all other ownership rights to the copyright of the thesis, dissertation or project report. I also retain the right to use in future works (such as articles or books) all or part of this thesis, dissertation, or project report. | en_US |
| dc.subject | job performance model | en_US |
| dc.subject | performance appraisal | en_US |
| dc.subject | selection | en_US |
| dc.title | Predicting Managerial Performance in Law Enforcement: The Impact of Work Setting and Rater Position | en_US |
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