Relevant bibliographies by topics / Behaviorally Anchored Rating Scales (BARS)

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  2. Dissertations / Theses
  3. Books
  4. Book chapters
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Academic literature on the topic 'Behaviorally Anchored Rating Scales (BARS)'

Author: Grafiati
Published: 2 June 2025
Last updated: 31 July 2025

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Journal articles on the topic "Behaviorally Anchored Rating Scales (BARS)"

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Georganta, Eleni, and Felix C. Brodbeck. "Capturing the Four-Phase Team Adaptation Process With Behaviorally Anchored Rating Scales (BARS)." European Journal of Psychological Assessment 36, no. 2 (2020): 336–47. http://dx.doi.org/10.1027/1015-5759/a000503.

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Abstract. As a response to the lack of quantitative and reliable measures of the team adaptation process, the aim of the present study was to develop and validate an instrument for assessing the four phases of the team adaptation process as described by Rosen and colleagues (2011) . Two trained raters and two subject matter expert groups contributed to the development of four behaviorally anchored rating scales (BARS) that span across the spectrum of team processes involved in each team adaptation phase. To validate the four BARS, two different trained raters assessed independently the team ad
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Rachmat, Faesal, Eko Prasojo, and Muh Azis Muslim. "Behaviorally anchored rating scales in the performance management system within the centralized policing system in Indonesia." Edelweiss Applied Science and Technology 9, no. 6 (2025): 2886–902. https://doi.org/10.55214/25768484.v9i6.8501.

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This study investigates the implementation of Behaviorally Anchored Rating Scales (BARS) in the centralized performance management system of the Indonesian National Police (Polri). The research aims to explore how BARS is operationalized and what challenges emerge within the institutional and cultural framework of Polri. A qualitative case study design was employed, utilizing in-depth interviews and document analysis to collect relevant data. Thematic analysis was applied to identify key patterns, challenges, and areas for improvement in BARS application. The findings indicate several barriers
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Tanoni, Erlin Ribka, and Bobby W. Saputra. "Designing a Human Resource Management System for Performance Assessment using Behaviorally Anchored Rating Scales (BARS) for Operators at PT. Polyland Indoteknik Bandung." Journal of World Science 3, no. 11 (2024): 1449–68. http://dx.doi.org/10.58344/jws.v3i11.1227.

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Employee performance appraisal is a crucial aspect of enhancing organizational productivity and effectiveness. This research aims to develop a more robust performance appraisal system for factory operators at PT. Polyland Indoteknik Bandung employs the Behaviorally Anchored Rating Scales (BARS) method. Through an analysis of the existing appraisal system, this study found that the sole use of Key Performance Indicators (KPIs) is insufficient to measure complex behavioral aspects. Therefore, BARS is proposed as a more comprehensive method. The designed BARS system incorporates specific behavior
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Gillespie, Michael A., Jennifer Z. Gillespie, Katherine A. Sliter, Mahyulee C. Colatat, Kevin P. Nolan, and Robert M. Guion. "An SK BARS System: Ongoing Performance Management With Municipal Police." Public Personnel Management 47, no. 1 (2017): 93–114. http://dx.doi.org/10.1177/0091026017738538.

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We present a possible solution to two seemingly paradoxical issues: (a) widespread dissatisfaction with performance management and (b) increased demand for accountability in the public sector. The current article draws from our experience with a municipal police division to clarify and extend Smith and Kendall’s Behaviorally Anchored Rating Scales process to an ongoing performance management system. The resulting system holds promise for being less perfunctory and paternalistic than traditional performance management systems, while fostering transparency and accountability.
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Matosas-López, Luis, Santiago Leguey-Galán, and Luis Miguel Doncel-Pedrera. "Converting Likert Scales Into Behavioral Anchored Rating Scales(Bars) For The Evaluation of Teaching Effectiveness For Formative Purposes." Journal of University Teaching and Learning Practice 16, no. 3 (2019): 133–57. http://dx.doi.org/10.53761/1.16.3.9.

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Likert scales traditionally used in student evaluations of teaching (SET) suffer from several shortcomings, including psychometric deficiencies or ambiguity problems in the interpretation of the results. Assessment instruments with Behavioral Anchored Rating Scales (BARS) offer an alternative to Likerttype questionnaires. This paper describes the construction of an appraisal tool with BARS generated with the participation of 974 students and 15 teachers. The resulting instrument eliminates ambiguity in the interpretation of results and gives objectivity to the evaluation due to the use of uneq
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Kurniawati, Endang, Said Musnadi, and T. Meldi Kesuma. "Analysis of Position Based on Behaviorally Anchored Rating Scales (Bars) and Personnel Capacity on Career Development and Its Implications on the Aceh Selatan Regional Secretariat Employee Performance." International Journal of Scientific and Management Research 05, no. 12 (2022): 56–65. http://dx.doi.org/10.37502/ijsmr.2022.51205.

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This study examines the role of positions based on the Behaviorally Anchored Rating Scales (BARS) and the ability of civil servants to develop careers and their implications for the performance of Aceh Selatan Regional Secretariat employees. The sampling technique used was the census. Thus the number of samples was 145 which is all ASN in the Aceh Selatan Regional Secretariat. Data were analyzed using the SEM-AMOS statistical tool. The results conclude that BARS-Based Position, Apparatus Capabilities, Apparatus career development, and Regional Secretariat Apparatus Performance are good, BARS-B
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Kurniawan, Dwi, Hudzaifah Al-Faqih, and Luqman Wahid Raisy. "Development of a comprehensive performance appraisal instrument using Behaviorally Anchored Rating Scales and Fuzzy TOPSIS." E3S Web of Conferences 484 (2024): 01007. http://dx.doi.org/10.1051/e3sconf/202448401007.

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Performance appraisal is an important phase in human resource management where organizations assess the job performance of their employees. A good performance appraisal needs to be fair, objective and constructive, be based on specific examples of the employee’s work, and should provide clear and actionable feedback. The appraisal should also be timely, and it should be used to help the employee develop and improve their performance. In this paper, we developed a comprehensive performance appraisal for use in various manufacturing industries. Assessment criteria for the instrument were identif
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Sri Meutia, Bakhtiar, and Akbar Velayati Akbar. "Pengukuran kinerja karyawan menggunakan metode behaviorally anchored rating scales dan management by objective (Studi Kasus: AHASS Honda Service Lhokseumawe)." JENIUS : Jurnal Terapan Teknik Industri 5, no. 1 (2024): 14–21. http://dx.doi.org/10.37373/jenius.v5i1.606.

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Berdasarkan data yang diperoleh, AHASS Honda Service Lhokseumawe mengalami penurunan pelanggan dari tahun 2018 hingga tahun 2021 tentu hal ini sangat mempengaruhi pendapatan bengkel. Untuk mengetahui hal-hal apa saja yang berhubungan dengan kualitas pelayanan untuk meningkatkan kepuasan pelanggan AHASS Honda Service Lhokseumawe. Metode BARS bisa mengatasi masalah penilaian kinerja karyawan yang cenderung subjektif. Sedangkan, metode MBO membantu AHASS dalam mencapai target kinerja karyawan dan perusahaan akan standart dan feedback dalam penilaian kinerja. Hasil score penilaian kinerja karyawan
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Matosas-López, Luis. "Diferencias en las puntuaciones de las encuestas de valoración del profesorado en función del tipo de cuestionario: comparativa cuestionarios Likert vs cuestionarios BARS." Revista Infancia, Educación y Aprendizaje 5, no. 2 (2019): 371. http://dx.doi.org/10.22370/ieya.2019.5.2.1460.

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Cuando de la evaluación del profesorado universitario se trata, la mayor parte de instituciones optan por el uso de encuestas de satisfacción con cuestionarios Likert, no obstante, existen otras alternativas. Este trabajo explora las posibles diferencias en las puntuaciones arrojadas por las encuestas de valoración del profesorado en función del tipo de cuestionario empleado. En la investigación toman parte 126 estudiantes. Los participantes valoran el desempeño de un único docente y asignatura utilizando, por una parte, un cuestionario Likert y, por otra, un cuestionario con episodios de comp
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Matosas-López, Luis, and Elena Cuevas-Molano. "Assessing Teaching Effectiveness in Blended Learning Methodologies: Validity and Reliability of an Instrument with Behavioral Anchored Rating Scales." Behavioral Sciences 12, no. 10 (2022): 394. http://dx.doi.org/10.3390/bs12100394.

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The evaluation of teaching effectiveness in blended learning methodologies is usually carried out using Likert-type questionnaires; however, instruments with Behavioral Anchored Rating Scales (BARS) are sometimes employed for this purpose. This paper examines the validity and reliability of an instrument with BARS designed to assess teaching effectiveness in blended learning environments, within the university setting. The research involves a sample of 1436 students from a medium size university in Spain. Using this sample (n = 1436), the authors carry out a psychometric study that consists of
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Dissertations / Theses on the topic "Behaviorally Anchored Rating Scales (BARS)"

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Baker, Robert. "A Comparison of Illusory Halo Levels Between Conventionally-Developed and Factor Analytically-Developed Behaviorally Anchored Rating Scales." TopSCHOLAR®, 1985. http://digitalcommons.wku.edu/theses/1886.

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The purpose of this study was to compare halo levels between a set of behaviorally anchored rating scales (BARS) developed by conventional methodology with a set of BARS developed by factor analytic means. The conventionally-developed BARS were developed at the University of California-Berkeley by Department of Psychology faculty members in conjunction with undergraduate psychology students. The factor analytically-derived BARS were developed during the course of the research reported here. In Phase 1 of the present study, undergraduate psychology students rated their instructors on a 1-7 L
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Yanul, Travis. "Evaluating Faculty Performance: A Comparison of Behaviorally Anchored Rating Scales Developed for Western Kentucky University Psychology Department Faculty." TopSCHOLAR®, 2008. http://digitalcommons.wku.edu/theses/1037.

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The current study consisted of a comparison of Behaviorally Anchored Rating Scales (BARS) developed in 2001 and 2008 for the evaluation of the performance of faculty in the Western Kentucky University Psychology Department. BARS generally are less susceptible to various types of rating error than are other rating formats, and are highly relevant to the target job because they utilize behavioral examples of performance. Furthermore, BARS development requires the participation of job incumbents. In both 2001 and 2008, Psychology Department faculty members were involved in every phase of the deve
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Books on the topic "Behaviorally Anchored Rating Scales (BARS)"

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Carretta, Thomas R. The development of Behaviorally Anchored Rating Scales (BARS) for evaluating USAF pilot training peformance. Armstrong Laboratory, Air Force Systems Command, 1991.

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Karsten, Yvonne Cariveau. Measuring young children's preferences: The use of behaviorally anchored rating scales. Marketing Science Institute, 1994.

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Book chapters on the topic "Behaviorally Anchored Rating Scales (BARS)"

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Rajapakse, Vageesha. "Performance Management Process." In Advances in Logistics, Operations, and Management Science. IGI Global, 2024. http://dx.doi.org/10.4018/979-8-3693-4387-6.ch003.

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This chapter explains the critical aspects of employee performance evaluation, highlighting its importance in aligning individual goals with organizational objectives to foster development and productivity. It explores traditional and modern performance evaluation methods, including the checklist method, essay appraisal method, rank order method, paired comparison method, and critical incident method, alongside contemporary approaches like management by objectives (MBO), behaviorally anchored rating scales (BARS), and computerized performance monitoring (CPM). The chapter also emphasizes the c
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Conference papers on the topic "Behaviorally Anchored Rating Scales (BARS)"

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Purnomo, Adnin Diba, and Mohammad Isa Irawan. "Android Based Employee Performance Assessment System Using Management by Objective (MBO) and Behaviorally Anchored Rating Scale (BARS) Method." In 3rd International Conference on Business and Management of Technology (ICONBMT 2021). Atlantis Press, 2022. http://dx.doi.org/10.2991/aebmr.k.211226.007.

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Konak, Abdullah, Steven Magluilo, and Sadan Kulturel-Konak. "Behaviorally anchored rating scales for teamwork peer assessment." In 2016 IEEE Integrated STEM Education Conference (ISEC). IEEE, 2016. http://dx.doi.org/10.1109/isecon.2016.7457525.

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Schürmann, Verena, Theresa Spahn, Nicki Marquardt, and Daniel Bodemer. "Evaluating Peer Collaboration in Higher Education: Behaviorally Anchored Rating Scales." In 17th International Conference of the Learning Sciences (ICLS) 2023. International Society of the Learning Sciences, 2023. http://dx.doi.org/10.22318/icls2023.172639.

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Reports on the topic "Behaviorally Anchored Rating Scales (BARS)"

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Bearden, Ronald M., M. Wagner, and R. Simon. Developing Behaviorally Anchored Rating Scales for the Machinist's Mate Rating. Defense Technical Information Center, 1988. http://dx.doi.org/10.21236/ada195403.

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