• Journal of Engineering Education Research
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• v.21 no.5
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• pp.32-39
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• 2018

The purpose of this study was to develop and validate a behaviorally anchored rating scale for peer evaluation in group projects based on social interdependence theory. A mixed method involving a qualitative and quantitative approach was used in this study. In the qualitative study, both the individual and group interviews were conducted to college students regarding their cooperative learning experiences. Data from this qualitative research was analyzed based on 5 elements of cooperative learning and 'critical incidents' were extracted from students' own voices that would serve as specific rating criteria in the scale. Once the 'critical incidents' have been incorporated into the scale, validation from 3 independent experts was conducted. In the quantitative study, correlations with relevant variables were analyzed to examine the criteria-referenced validity. Findings suggest that the behaviorally anchored rating scale for peer evaluation in group projects can be used in various team-based learning contexts.

• Proceedings of the Korean Association for Survey Research Conference
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• 2000.06a
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• pp.89-115
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• 2000

The present study attempts to (1) identify the critical dimensions that affect job performance of computer programmers and (2) clarify the specific behaviors that are related to each performance dimension, and measure them fairly and accurately. In particular, this study focus on producing a Behaviorally anchored Rating Scales (BARS) with a high level of acceptability by both raters and rates. 422 computer programmers from 8 companies participated in the process of developing the scale, which consisted of typical 5 phases. The results demonstrated that 13 performance dimensions were derived and the final job performance rating scale was made by vertically arraying 5 representative behavior anchors order by their scale value for each of 13 dimensions.

• Survey Research
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• v.1 no.2
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• pp.89-115
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• 2000

The present study attempts to (1) identify the critical dimensions that affect job performance of computer programmers and (2) clarify the specific behaviors that are related to each performance dimension, and measure them fairly and accurately. In particular, this study focus on producing a Behaviorally Anchored Rating Scales(BARS) with a high level of acceptability by both raters and ratees. 422 computer programmers from 8 companies participated in the process of developing the scale, which consisted of typical 5 phases. The results demonstrated that 13 performance dimensions were derived and the final job performance rating scale was made by vertically arraying 5 representative behavior anchors ordered by their scale value for each of 13 dimensions.

• Journal of the Korean Society of Safety
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• v.31 no.1
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• pp.132-138
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• 2016

The purpose of this study was to develop safety competences, a set of behavioral indicators of each competence and measuring methods of behavioral indicators for preventing human error of nuclear power plants(NPPs). The safety competences and behavioral indicators were derived from the five steps consisted of derivation of preliminary competence items through literature review, content analysis, interview(FGI, BEI), examination of content validity and decision making of final indicators. The results showed that 13 core safety competences and 35 behavior indicators were derived finally. In addition, the methods of measuring safety competences or behavioral indicators such as Behaviorally Anchored Rating Scale (BARS), Behavior Observation Scale (BOS) were developed and suggested.

• Journal of Korean Academy of Nursing Administration
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• v.10 no.1
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• pp.25-36
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• 2004

Purpose: Nursing puts much weight en the organization of hospital. Therefore it is necessity to improve nursing care. One of the most important things is to secure confident nurses and to develop nurse' potentiality. It directs nurse evaluation system. The concept of "performance appraisal tools" is extremely important in evaluation system. Therefore, the purpose of this study aims to define performance appraisal process. Method: In order to do this, two main study has been observed interviewing appraisers and employees in-depth and analyzing performance appraisal tools of seven hospitals and analysed validity, reliability, acceptability and practicability. Result: The result of this study can be summarized as follows; Firstly, the result of analysis of performance appraisal tools. Regard to validity, Hospitals had a typical goal, but had not put to practice use. Regard to reliability, 1) Appraisal rule had been focused on appraiser's error, how to avoid. 2) 5 hospitals accessed nurses with relative rating and 2 hospitals with absolute rating both in practice. 3) 3 hospitals informed nurses the result of performance appraisal but 4 hospitals did not. 4) All hospitals in this study had conducted superiors rating. Regard to acceptability, 1)Rating scale method had been implemented by 6 hospitals and among those conducted beth ranking method and descriptive method. 2) Most hospitals had focused on personal traits in performance appraisal factors. Regard to practicality, The term of appraisal took $10{\sim}14$ days; performance appraisal happened 1 or 2 times per year; appraisal factors were based on 10 different items. Secondly, the result of in-depth interview with head nurses and staff nurses Regard to validity, head nurses and nurses wared that the goal of performance appraisal is to develop nurse's ability. Regard to reliability, head nurses pointed out that they were doubt of the justice of performance appraisal and they should have got training. Nurses insisted that raters should have been trained due to lack of qualification of appraiser; Head nurses and nurse proposed to convert form relative rating to absolute rating; to inform the result of appraisal; to implement peers rating. Regard to acceptability, One of the critical problems of performance appraisal tools was abstract of appraisal factors ; Lack of job analysis. Regard to practicality, Head nurses used to take overtime for appraisal. There was only a little respond despite of their efforts. Nurses questioned that appraisal tools exist for only appraisal; there was less cost-effectiveness. Conclusion: Based en these findings, it could be suggested to improve the performance appraisal tools for nurses evaluation. Firstly, it is necessary to describe goal of performance appraisal clearly set up, so that nurses could improve their positive word performance and develop their potentiality. Secondly, it is necessary to obtain various training on raters, implement absolute rating and inform the result of appraisal to nurses and use peers rating. Thirdly, it is necessary to convert from rating scale method to management by objectives or behaviorally anchored rating scale and take measurable appraisal factors based en job analysis. Finally, it is necessary to reduce the appraisal cost but increase effectiveness of performance appraisal.