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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 adaptation phases of 66 four-person teams. The validation study provided empirical support for the BARS’ psychometric adequacy. The BARS measures overcame the common middle anchor problem, showed sensitivity in differentiating between teams and between the four phases, showed evidence for acceptable reliability, construct, and criterion validity, and supported the theoretical team adaptation process assumptions. The study contributes to research and praxis by enabling the direct assessment of the overall team adaptation process, thereby facilitating our understanding of this complex phenomenon. This allows the identification of behavioral strengths and weaknesses for targeted team development and comprehensive team adaptation studies.
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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 behavioral indicators relevant to the job of factory operators. Additionally, this research outlines an implementation strategy involving socialization, integration with existing systems, feedback provision, and periodic evaluation. The results indicate that BARS can improve the quality of performance appraisals and provide more constructive feedback to employees.
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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 unequivocal behavioral examples in the final scale. However, BARS methodology presents the problem of losing behavioral information during scale construction. The BARS methodology presented by the authors introduces an additional step to the traditional procedure, which significantly reduces the loss of information during the scale construction. The authors conclude that the qualitative approach of the proposed instrument facilitates the application of the formative function of the evaluation.
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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-Based Position and Apparatus Capability affect the career development, BARS-Based Position does not affect Regional Secretariat Apparatus Performance, Apparatus Capability and Apparatus Career Development affect Regional Secretariat Apparatus Performance, Apparatus career development mediates the full influence of BARS-Based Position on Regional Secretariat Apparatus Performance, and apparatus career development partially mediates the influence of Apparatus Capability on Regional Secretariat Apparatus Performance.
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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 identified using Behaviorally Anchored Rating Scales (BARS) based on specific examples of behavior to assess employee performance. The criteria were weighed using Analytical Hierarchy Process (AHP), and then used to evaluate employee’s performance using Technique For Order Preference By Similarity To Ideal Solution (TOPSIS). Two case studies were selected as the implementation of the developed instrument. We claimed that the proposed instrument was objective, comprehensive, accurate, motivating and much better than the existing performance appraisal instrument currently used in both case studies.
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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 berdasarkan metode Behaviorally Anchored Rating Scale (BARS) untuk karyawan 1 sebesar 412.5 (Baik), karyawan 2 sebesar 420 (Baik), karyawan 3 sebesar 415 (Baik), karyawan 4 sebesar 419.5 (Baik), karyawan 5 sebesar 424 (Sangat Baik), karyawan 6 sebesar 393 (Baik), karyawan 7 sebesar 381 (Baik). Sasaran yang menjadi tujuan perusahaan berdasarkan metode Management by Objectives adalah kenaikan jumlah pelanggan per-hari yaitu 30 pelanggan per-hari, ketepatan waktu dalam perbaikan kendaraan yaitu ≥10%, meminimalisir tingkat kesalahan dalam bekerja yaitu ≤5%, meminimalisir jumlah keluhan pelanggan ≤10 pelanggan, dan memastikan ketersediaan serta akurasi sparepart yang datang yaitu dengan meminimalisir kelalaian ≤5% dan mendekati minimal stock yaitu 100% tingkat akurasi. Dengan menggunakan kedua metode ini diharapkan dapat menyelesaikan masalah yang ada pada AHASS Honda Service Lhokseumawe, hingga akhirnya AHASS Honda Service Lhokseumawe bisa memaksimalkan kembali jumlah kedatangan pelanggan.
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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 comportamiento BARS (Behaviorally Anchored Rating Scales). Se realizan análisis descriptivos y de pruebas paramétricas (prueba t-Student). Los hallazgos muestran la existencia de diferencias significativas en los resultados de las encuestas en función de la tipología de cuestionario empleada. Mientras que los cuestionarios Likert parecen incrementar las valoraciones, los cuestionarios BARS arrojan puntuaciones más modestas, pero, probablemente, más ajustadas al desempeño real del docente.
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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 four phases: (1) comprehension validity analysis, (2) construct validity analysis, (3) confirmation of construct validity, and (4) analysis of the instrument reliability. The findings provide satisfactory values for all the parameters analyzed (for instance: Variance explained = 77.61%; RMSEA = 0.042; or Cronbach’s alpha = 0.956), indicating that the BARS instrument examined is perfectly valid and reliable for the appraisal of teaching effectiveness in blended learning methodologies. The authors conclude that this paper fills an important gap in the literature by presenting an instrument that, thanks to the use of behavioral scales, facilitates this task in the university context.
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Karnia, Richard. "Relationship between the Adoption of BARS Teacher Evaluation Model and its Impact on Student Performance." International Journal of Psychiatry 9, no. 3 (2024): 01–18. http://dx.doi.org/10.33140/ijp.09.03.04.
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There currently is a mismatch in the outcomes in education between teacher performance evaluation models and student outcomes. Data from Illinois State Board of Education shows teachers in one district have a 99.7% of teachers meeting excellent or proficient standards, while only 13% of 11th graders can read at grade level. The research will identify trends in performance evaluation and how the application of theories of industrial-organizational psychology can play in shaping and improving current teacher evaluation models. Professional development and evaluations should be linked to quantitative data which does not exist current evaluation models. The development of behavioral anchored rating scale would be a stronger evaluation model for teacher versus existing graphic rating scales. This should then lead to the development for a BARS model tied to each subject matter to increase the validity and reliability in teacher evaluations. Current teacher evaluation models do not properly assess teacher’s knowledge, skills, abilities and other characteristics, and the implementation of a performance evaluation model for teachers based on a Behavior Anchored Rating Scale will lead to improvement is student outcomes.
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Matosas-López, Luis, Juan Carlos Aguado-Franco, and José Gómez-Galán. "Constructing an Instrument with Behavioral Scales to Assess Teaching Quality in Blended Learning Modalities." Journal of New Approaches in Educational Research 8, no. 2 (2019): 142. http://dx.doi.org/10.7821/naer.2019.7.410.
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The assessment of teaching quality in blended learning modalities has become a key element in the context of higher education. However, current evaluation systems present certain limitations. Behavioral scales overcome many of these limitations, offering an alternative for this task.
This study describes the process of constructing an assessment instrument with behavioral scales to evaluate university teachers in blended learning modalities, following the BARS (Behavioral Anchored Rating Scales) methodology. The design process included interviews and surveys involving a total of 477 students, as well as a panel of professors who were experts in this teaching modality.
The behavioral scales in the final instrument highlight the importance of certain particularly significant teaching-related aspects of blended learning models, namely: teacher-student communication; learning resources; course design; and the teacher’s technical competencies.
The authors conclude that the final instrument provides clear and unambiguous feedback, enables the teacher to take specific corrective measures, and reinforces the formative purpose of evaluation in these modalities.
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Sukwadi, Ronald, Marlina Marlina, Riana Magdalena Silitonga, and Arum Park. "PEMANFAATAN ANALISIS BIG DATA DALAM PERANCANGAN SISTEM PENILAIAN KINERJA KARYAWAN." Jurnal Ilmiah Teknik Industri 10, no. 3 (2023): 172–81. http://dx.doi.org/10.24912/jitiuntar.v10i3.16837.
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PT. XYZ merupakan sebuah perusahaan yang bergerak dibidang pembuatan tools. Perusahaan ini tidak memiliki metode penilaian khusus dalam melaksanakan penilaian kinerja. Hal ini mempengaruhi proses penilaian dan reward yang didapatkan oleh para karyawan. Para karyawan merasa penilaian kurang objektif sehingga dirasa kurang adil dan menyebabkan turnover intention. Tujuan penelitian ini adalah membuat rancangan sistem penilaian kerja usulan untuk perusahaan yang lebih objektif sehingga bisa mengurangi turnover intention. Metode yang diusulkan adalah metode BARS (Behaviorally Anchored Rating Scales). Ada 3 jabatan yang akan dinilai, yaitu factory manager, supervisor, dan staff. Dalam penelitian ini kriteria penilaian dibentuk menggunakan big data analytic dengan metode LDA (Latent Dirichlet Allocation). Didapatkan 7 kriteria dan 15 sub-kriteria yang akan digunakan dalam penilaian kinerja usulan. Untuk proses pembobotan digunakan metode AHP (Analytical Hierarchy Process). Semua hal tersebut akan dijadikan pedoman dalam pembuatan rancangan sistem penilaian kinerja usulan. Untuk mengetahui ada tidaknya perbedaan diantara kedua sistem penilaian kinerja tersebut maka dilakukan paired t-test. Dari uji tersebut didapatkan 3 variabel yang tidak terdapat perbedaan yang signifikan diantara kedua sistem penilaian kinerja dan 6 variabel yang terdapat perbedaan yang signifikan diantara kedua sistem penilaian kinerja
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Matosas-López, Luis, Sonsoles Leguey-Galán, Cristóbal Ballesteros Regaña, and Noelia Pelicano Piris. "University and Quality Systems. Evaluating faculty performance in face-to-face and online programs." IJERI: International Journal of Educational Research and Innovation, no. 22 (December 3, 2024): 1–17. https://doi.org/10.46661/ijeri.10983.
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The assessment of faculty or teaching staff performance is key in quality systems in the university context. This assessment is usually done through student satisfaction surveys that use Likert or BARS (Behavioral Anchored Rating Scales) instruments to measure student perceptions of teaching staff effectiveness. This paper examines the ambiguity, clarity, and precision of these two types of instruments. The authors, using an experimental methodology and with the participation of 2,223 students from four Spanish universities, during six academic years (between 2019 and 2024), analyze the three aspects mentioned (ambiguity, clarity, and precision) in both types of questionnaires. The results confirm the existence of significant differences between the instruments. The results also show that although doubts about the ambiguity, lack of clarity and precision of Likert-type questionnaires are justified, these aspects can be improved by BARS-type instruments. The conclusions drawn invite administrators and policymakers, quality agencies, and university managers to consider which of these two instruments is more appropriate for gathering the information they need to make better decisions about faculty promotion.
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Badia, Eulàlia, Joaquín Navajas, and Josep-Maria Losilla. "Safety Culture in the Spanish Nuclear Power Plants through the Prism of High Reliability Organization, Resilience and Conflicting Objectives Theories." Applied Sciences 11, no. 1 (2020): 345. http://dx.doi.org/10.3390/app11010345.
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Safety culture is the result of values, attitudes, and perceptions of the members of an organization that prioritize safety over competing goals. Previous research has shown the impact that organizational aspects can have in safety performance. Under the prism of the theoretical approaches from the high reliability organizations theory (HROT), resilience engineering (RE), and conflicting objectives perspective, this study was aimed at describing the overall main safety culture traits of the Spanish nuclear power plants, as well as identifying particularities associated with subcultures. For this purpose, a statistical analysis of safety culture surveys and behavioral anchored rating scales (BARS), handed over to all the operating Spanish nuclear power plants, was carried out. Results reveal that safety is a recognized value that prevails over production, there is a high degree of standardization, power plants are better prepared to organize plans and strategies than to adapt and cope with the needs of a crisis, and there is a critical and fragmented perception about the processes of resources allocation. Findings also identify that sociodemographic aspects, such as work location and contractual relationship, seem to be shaping differentiated visions. Several safety implications linked to the results are discussed.
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Pratiwi, Loren, Hotna Marina Sitorus, and Elizabeth Marthalia. "Perancangan Sistem Penilaian Performansi Karyawan." Jurnal Rekayasa Sistem Industri 5, no. 1 (2016): 7. http://dx.doi.org/10.26593/jrsi.v5i1.1908.7-13.
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<p>Company X is one of the bakery companies that has several branch shops in Bandung. Over the<br />past few years, the performance of its human resource was stagnant and undeveloped. Especially in the<br />position of cashiers and salespersons who serve the consumers. Without a good human resource performance<br />management, Company X will not be able to survive in the competition. One of the requirements of good<br />human resource management performance is a good performance appraisal system. Performance assessment<br />conducted by Company X is still generic, and involving the assessment criteria that are very common.<br />Besides, this assessment is also used to measure all positions in the company. Sometimes, the assessment<br />process was very subjective, which often causes employees with different performance get the same value.<br />This research aims to design a performance appraisal system for the position of cashier and salesperson at<br />Company X by using Behaviorally Anchored Rating Scales (BARS). A performance appraisal system was<br />design started from the identification of assessment criteria and the determination of the scale of assessment<br />standards, and ends with a form design and assessment procedures. The study also designed a feedback<br />system, in order to improve the performance of the cashiers and salespersons at Company X. The developed<br />assessment system then tested in Company X to see how well the assessment able to distinguish employees<br />performance, where employees with different performance obtain different values. Besides these trials also<br />accomplished the objective of the proposed system, where the same employees have the same value relatively<br />despite assessed by different people.</p>
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Matosas-López, Luis, and Cesar Bernal-Bravo. "Presencia de las TIC en el diseño de un instrumento BARS para la valoración de la eficiencia del profesorado en modalidades de enseñanza online." Psychology, Society, & Education 12, no. 1 (2020): 43. http://dx.doi.org/10.25115/psye.v0i0.2501.
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Pocos son los estudios que analizan la presencia de las Tecnologías de la Información y la Comunicación (TIC) en los sistemas de valoración de la calidad docente. El presente trabajo revela el peso de las TIC en las etapas del diseño de un instrumento con episodios de comportamiento, destinado a evaluar la eficiencia del profesorado en modalidades online.La investigación, siguiendo la metodología Behavioral Anchored Rating Scales (BARS), implica en la construcción del mencionado instrumento a un total de 477 estudiantes y seis profesores de grados online de la Universidad Rey Juan Carlos.Los resultados revelan una elevada presencia de episodios de comportamiento con elementos TIC, tanto en las diferentes etapas del proceso de construcción como en el propio instrumento final. En este último, el 94.00% de los episodios de comportamiento recogen algún tipo de alusión a las TIC. Los hallazgos revelan que el Learning Management System (LMS), las video clases y la videoconferencia - con 63.83%, 34.04% y 29.79% respectivamente - son los recursos tecnológicos con mayor presencia en los episodios recogidos en el instrumento de medición resultante. Asimismo, los resultados muestran el peso específico de las TIC en las siguientes categorías de la docencia online: introducción de la asignatura, resolución de dudas, capacidad explicativa y facilidad de seguimiento.
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SMELTZER, LARRY, and LINDA ROE. "Behaviorally Anchored Rating Scales." Nursing Management (Springhouse) 18, no. 3 (1987): 72. http://dx.doi.org/10.1097/00006247-198703000-00015.
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Janitra Akmal, Marvin, and Nana Suryana. "ASSESSMENT OF EMPLOYEE PERFORMANCE WITH THE BEHAVIORALLY ANCHORED RATING SCALE (BARS)." JESII: Journal of Elektronik Sistem InformasI 1, no. 1 (2023): 52–59. https://doi.org/10.31848/jesii.v1i1.3195.
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PT. JAVFLO CIPTA MANDIRI is a company engaged in the Mechanical-Electrical field and has an office located in Bandung. Currently, the process of evaluating employee performance on Key Performance Indicators is still being done conventionally and using the rating scale method in calculating employee performance appraisals. A rating scale or measurement scale is a tool for collecting data in the form of lists containing characteristics or behaviors that must be recorded in stages to facilitate the selection of research data. Therefore we need a system that can solve these problems. The assessment method used is the Behaviorally Anchored Rating Scale (BARS) to determine the value of employee performance and the application used is SPSS (Statistical Product and Service Solutions). The purpose of this data processing is to determine the value of employee performance with the Behaviorally Anchored Rating Scale method with the SPSS application. The result of this study is the value of employee performance.
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Akhtar, Mohammad Shakeel, Vimlesh Tanwar, and Nishtha Pareek. "Reducing Bias and Strengthening Objectivity in Performance Appraisal: A Thematic Analysis." Commercia 1, no. 1 (2025): 251008. https://doi.org/10.5281/zenodo.15472775.
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Appraisals are fundamental to the management of human resources since they affect the development of an employee, the organizational fairness, and the advancement in one’s career. However, performance appraisal systems tend to lack precision due to biases that adversely impact trust, fairness, accuracy, and objectivity. This thesis aims to analyze reasons for biases in performance appraisal and determine practical methods to improve objectivity using action-oriented thematic analysis. Following qualitative literature synthesis, three overarching themes were identified: biases associated with raters, alterations proposed to enhance structures and processes, and use of technology. Findings highlight biases such as halo bias, age, ethnicity and gender biases, and leniency bias are steeped in cultural and organizational deep cognitive frameworks. An increase in measurement precision is essential in overcoming biases using Z-ethically acceptable design, CPM systems, automated feedback BARS, AI, and analytics. It is emphasized that technological frameworks must be approached from the standpoint of fairness, devoid of historical inequity perpetuation. Ultimately, the argument presented in the text underscores the complexity of the intervention using systems approach combining governance by ethical machine systems with human retraining, organizational strategy redesign, and allegiance to bounding policies for structural fairness, openness, inclusion, and objectivity.
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Dharma Putra, Yogiswara, I. Nyoman Satya Kumara, Ni Wayan Sri Ariyani, and Ida Bagus Alit Swamardika. "Literature Review Analisis Kinerja SDM Menggunakan Metode Behaviorally Anchored Rating Scale (BARS)." Majalah Ilmiah Teknologi Elektro 20, no. 1 (2021): 103. http://dx.doi.org/10.24843/mite.2021.v20i01.p12.
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Sumber daya manusia merupakan salah satu faktor penting dalam sebuah organisasi yang mampu memberikan pengaruh besar pada organisasi. Pengembangan sumber daya manusia harus diukur untuk meningkatkan dan mencapai tujuan organisasi dalam menghasilkan sumber daya manusia yang berkualitas. Kinerja merupakan sesuatu yang dapat diukur dengan memberikan potensi dan kemampuan dalam menciptakan hasil dari tindakan yang dikerjakan. Untuk mengetahui tingkat kinerja dari sumber daya manusia yang dimiliki sebuah organisasi perlu dilakukan penilaian terkait kinerja atau kontribusi dari SDM tersebut. BARS adalah suatu metode dalam penilaian kinerja yang berdasarkan pada perilaku dari masing-masing individu. Penelitian ini bertujuan untuk mengetahui penerapan dari metode BARS dalam menilai tingkat kinerja pada organisasi swasta dan negeri. Hasil yang ditemukan menunjukkan bahwa penerapan metode BARS lebih banyak digunakan pada organisasi swasta dibandingkan dengan organsisasi negeri. Nilai yang ditunjukkan beberapa organisasi swasta lebih signifikan karena sudah mencapai dan hampir mendapatkan nilai tertinggi yang berarti melebihi tingkat nilai BARS dalam penilaian. Dalam hal ini organisasi swasta dan negeri memiliki harapan agar dapat menerapkan motivasi dan konstribusi yang baik dari setiap sumber daya manusia yang dimiliki agar mencapai tujuan dari organisasi.
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Kinicki, Angelo J., Brendan D. Bannister, Peter W. Hom, and Angelo S. Denisi. "Behaviorally Anchored Rating Scales vs. Summated Rating Scales: Psychometric Properties and Susceptibility to Rating Bias." Educational and Psychological Measurement 45, no. 3 (1985): 535–49. http://dx.doi.org/10.1177/001316448504500310.
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Taufik, Taufik, Prima Fithri, and Yudhi Erman Prathama. "Perancangan Aplikasi Sistem Penilaian Kinerja Karyawan dengan metode MBO dan BARS (Studi Kasus PLTA Maninjau)." Jurnal Optimasi Sistem Industri 13, no. 2 (2016): 760. http://dx.doi.org/10.25077/josi.v13.n2.p760-770.2014.
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Along with the development of science and technology today is so rapid, required human resource capacity and reliable quality which will support companies in improving the quality of the company. In response to the demanding needs of qualified human resources, Maninjau hydropower which is a branch of PT PLN and under Power Sector Bukittinggi, have tried to prepare the workforce to meet the requirements demanded by the busin ess. Way to do is to assess employee performance. Employee performance appraisal that applied hydropower Maninjau currently not able to see the performance and achievement of each employee. Hydroelectric Maninjau should improve the assessment of employees. The method can be done in assessing employee performance include the Management By Objectives (MBO) and Behaviorally Anchored Rating Scale (BARS). For the fast growing data needs, then designed an application performance appraisal in hydropower Maninjau with BARS and MBO method.Application design is done by surveying systems, system analysis, system design and performance of the MBO method BARS, employee performance appraisal application design, and manufacturing applications, as well as verification and validation. Making an application is done using Microsoft Excel. Once the application is successfully validated, then the application implementation. Implementation is based on the employee's performance on the most recent period, namely 1 last semester (January-June) were conducted in June, 2013.Based on the validation has been done, it can be concluded that the application has to be used by hydropower Maninjau in assessing employee performance. As for the results of the implementation of applications, it can be seen that the performance of the employee on hydropower Maninjau in the last period was on average 80%. The assessment includes an assessment of the achievement of business results and work with behavioral weight ratio, 60% for work objectives (MBO) and 40% for work behavior (BARS).Keywords: Employee Performance Assessment, Management By Objective, Behaviorally Anchored Rating ScaleAbstrakBersama dengan perkembangan ilmu pengetahuan dan teknologi yang begitu pesat dewasa ini, kapasitas sumber daya manusia dan kehandalan kualitas sangat dibutuhkan untuk meningkatkan kualitas perusahaan secara keseluruhan. Untuk memenuhi kebutuhan permintaan akan sumber daya manusia yang berkualifikasi, PLTA Maninjau yang merupakan cabang dari PT PLN dan berada dibawah Sektor Pembangkitan Bukittinggi, telah mencoba mempersiapkan tenaga kerja yang mampu memenuhi kebutuhan permintaan bisnis. Salah satu cara untuk melakukan hal ini adalah dengan menilai performansi pekerja. Penilaian performansi pekerja yang dilakukan pada PLTA Maninjau saat ini belum mampu melihat performansi dan pencapaian dari setiap pekerja. PLTA Maninjau harus meningkatkan proses penilaian pegawai-pegawai mereka. Metode yang dapat digunakan untuk menilai performansi pegawai adalah Management By Objective (MBO) dan Behaviorally Anchored Rating Scale (BARS). Untuk menjawab semakin meningkatnya kebutuhan penyediaan data yang cepat, maka dirancang aplikasi penilaian performansi pada PLTA Maninjau menggunakan metode BARS dan MBO. Desain aplikasi dilakukan dengan tahapan survei terhadap sistem, analisis sistem, perancangan sistem penilaian performansi menggunakan metode MBO dan BARS, perancangan aplikasi penilaian performansi pekerja dan pembuatan aplikasi, beserta verifikasi dan validasi. Pembuatan aplikasi dilakukan menggunakan Microsoft Excell. Implementasi dilakukan setelah aplikasi tersebut divalidasi. Implementasi didasarkan pada performansi pekerja pada periode terkini, yaitu semester sebelumnya (Januari-Juni) yang dilakukan pada bulan Juni 2013. Berdasarkan validasi yang dilakukan, dapat disimpulkan bahwa aplikasi layak digunakan oleh PLTA Maninjau untuk menilai performansi karyawan. Hasil implementasi aplikasi menunjukkan bahwa performansi pekerja PLTA Maninjau pada periode terakhir berada pada rata-rata 80%. Penilaian meliputi pencapaian sasaran kerja dan perilaku kerja dengan bobot 60% untuk sasaran kerja (MBO) dan 40% untuk perilaku kerja (BARS).Keywords: Penilaian performansi pekerja, Management By Objective (MBO), Behaviorally Anchored Rating Scale (BARS)
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Murphy, Kevin R., and Virginia A. Pardaffy. "Bias in Behaviorally Anchored Rating Scales: Global or scale-specific?" Journal of Applied Psychology 74, no. 2 (1989): 343–46. http://dx.doi.org/10.1037/0021-9010.74.2.343.
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Champion, Cecilia H., Samuel B. Green, and William I. Sauser. "Development and Evaluation of Shortcut-Derived Behaviorally Anchored Rating Scales." Educational and Psychological Measurement 48, no. 1 (1988): 29–41. http://dx.doi.org/10.1177/001316448804800105.
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Martin-Raugh, Michelle, Richard J. Tannenbaum, Cynthia M. Tocci, and Clyde Reese. "Behaviorally anchored rating scales: An application for evaluating teaching practice." Teaching and Teacher Education 59 (October 2016): 414–19. http://dx.doi.org/10.1016/j.tate.2016.07.026.
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Anshel, Mark H. "Development of a Rating Scale for Determining Competence in Basketball Referees: Implications for Sport Psychology." Sport Psychologist 9, no. 1 (1995): 4–28. http://dx.doi.org/10.1123/tsp.9.1.4.
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The purpose of this article is to describe the construction (Phase 1) and external validation (Phase 2) of a behaviorally anchored rating scale (BARS) for identifying and measuring competencies for basketball referees (BARS-BR). In Phase 1, BARS-BR was developed by deriving a consensus of two panels of individuals (N = 20), with varying degrees of knowledge and experience in basketball officiating, about the proper competencies of basketball referees. The panels generated 13 performance categories (or competencies), each including at least three behavioral examples (or “anchors”). Phase 2 consisted of two stages: (a) obtaining external validity of BARS-BR by 212 practicing skilled basketball referees by indicating their support for the performance categories and behavioral examples, and (b) assessing performance effectiveness of high-skilled and novice referees on each of the 13 BARS performance competencies. The results lent support to the validation of the BARS-BR for assessing competence in basketball officiating. Implications for using the BARS technique in sports psychology are discussed.
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Kinicki, Angelo J., and Brendan D. Bannister. "A Test of the Measurement Assumptions Underlying Behaviorally Anchored Rating Scales." Educational and Psychological Measurement 48, no. 1 (1988): 17–27. http://dx.doi.org/10.1177/001316448804800104.
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Ismi Azalika Ummah, Leyla Ayu Azkiyah, and Syamsul Hidayat. "Validasi Instrumen Penilaian Kinerja Karyawan Menggunakan Metode Behaviour Anchor Rating Scale di PT XYZ." Jurnal Ekonomi, Akuntansi, dan Perpajakan 2, no. 1 (2025): 128–35. https://doi.org/10.61132/jeap.v2i1.802.
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The application of the Behaviorally Anchored Rating Scale (BARS) method in employee performance assessment has been shown to increase the objectivity and accuracy of evaluations in various organizations. The BARS method assesses performance based on specific behaviors related to a particular task, thereby reducing subjectivity in assessment. Recent research by Hia et al. (2024) shows that the integration of the BARS method with a web-based system can facilitate the process of assessing and reporting employee performance. In this study, the BARS method was applied to identify factors that affect employee performance, while the web-based system helped to summarize assessment data efficiently. In addition, research by Rouza and Yanto (2020) at Pasir Pengaraian University developed a web-based Employee Performance Assessment Information System (SIPENTAJA) using the BARS method. This system makes it easier for leaders to assess and report employee performance quickly and accurately. Thus, the application of the BARS method integrated with a web-based system at di PT XYZ, Indonesia, is expected to increase the objectivity of employee performance assessments,facilitate the evaluation process, and support better decision making in human resource management.
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Maulana, Irwan, and Bagus Priambodo. "SISTEM OTOMATISASI PAYROL BERDASARKAN KINERJA KARYAWAN MENGGUNAKAN METODE BEHAVIORALLY ANCHORED RATING SCALES." JIKA (Jurnal Informatika) 8, no. 2 (2024): 133. http://dx.doi.org/10.31000/jika.v8i2.10093.
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McIntyre, Faye S., and Faye W. Gilbert. "Improving Performance in Case Courses: An Argument for Behaviorally Anchored Rating Scales." Marketing Education Review 4, no. 1 (1994): 51–58. http://dx.doi.org/10.1080/10528008.1994.11488442.
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Kell, Harrison J., Michelle P. Martin-Raugh, Lauren M. Carney, Patricia A. Inglese, Lei Chen, and Gary Feng. "Exploring Methods for Developing Behaviorally Anchored Rating Scales for Evaluating Structured Interview Performance." ETS Research Report Series 2017, no. 1 (2017): 1–26. http://dx.doi.org/10.1002/ets2.12152.
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Lubbe, Dirk, and Anna Nitsche. "Reducing assimilation and contrast effects on selection interview ratings using behaviorally anchored rating scales." International Journal of Selection and Assessment 27, no. 1 (2019): 43–53. http://dx.doi.org/10.1111/ijsa.12230.
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Klieger, David M., Harrison J. Kell, Samuel Rikoon, Kri N. Burkander, Jennifer L. Bochenek, and Jane R. Shore. "Development of the Behaviorally Anchored Rating Scales for the Skills Demonstration and Progression Guide." ETS Research Report Series 2018, no. 1 (2018): 1–36. http://dx.doi.org/10.1002/ets2.12210.
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Grussing, Paul G., Robert J. Valuck, and Reed G. Williams. "Development and Validation of Behaviorally-Anchored Rating Scales for Student Evaluation of Pharmacy Instruction1." American Journal of Pharmaceutical Education 58, no. 1 (1994): 25–37. http://dx.doi.org/10.1016/s0002-9459(24)02593-2.
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Fauzi, Mukhammad Ziddan, Yoanita Yuniati Mukti, and Abu Bakar. "Design Performance Appraisal for Contractor Employee Using Behaviorally Anchored Rating Scales and Analytical Hierarchy Process Methods." West Science Business and Management 1, no. 05 (2023): 577–87. http://dx.doi.org/10.58812/wsbm.v1i05.522.
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Human resources are essential for an organization's functioning and contribute to its progress by being of high quality. The quality of human resources is reflected in optimal performance. One of the activities to measure employee performance is by conducting performance appraisals. PT. Bintang Sejahtera Putra is a company engaged in fabrication services, such as mechanical contracting and electrical. The issue faced by the company is the absence of a performance evaluation system that can assess employees from both the company's and the client's perspectives. This research aims to design an employee performance appraisal system from both the company's and the client's perspectives, using the Behaviorally Anchored Rating Scale for determining critical incidents and the Analytical Hierarchy Process as a weighting method. This study results in two evaluation systems: from the company and the client. The criteria used in the company's evaluation system include job quality 12.97%, work targets 17.01%, discipline 8.86%, responsibility 6.26%, attendance 11.84%, work attitude 6.17%, cooperation 5.53%, initiative 3.07%, leadership 3.17%, and job knowledge 7.50%. Meanwhile, the criteria used in the client's evaluation system is the client perspective with a weight of 17.61%. The client's perspective criteria result in several sub-criteria, namely neatness 19.76%, satisfaction 49.05%, and service 31.19%.
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Bramble, William J. "General Ability, Conscientiousness, and Stability as Predictors of Regional Airline First Officer Job Performance." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 42, no. 11 (1998): 831–35. http://dx.doi.org/10.1177/154193129804201113.
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General ability, conscientiousness, and stability were evaluated as predictors of first officer (FO) job performance. Predictive variables were measured using the Prevue Assessment (Bartram, 1994) during a pre-employment screening process. Job performance was assessed later, using behaviorally-anchored rating scales (Bramble, 1997). Ratings were made by fellow crewmembers (airline captains). Analysis of the rating data yielded two orthogonal factors, a “proficiency” factor and an “interpersonal” factor. Factor loadings were used to generate two composite performance measures for each FO. Stability was the only predictor, which correlated significantly with either composite measure. Pilots who were more emotionally stable achieved higher scores on the proficiency measure ( r = .33, p = .006). The correlation between general ability and the interpersonal performance measure approached significance ( r = .22, p = .071) but did not exceed the traditional criterion ( p < .05). Implications for commercial pilot selection are discussed.
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Jarmasz, Jerzy, Richard Zobarich, Tab Lamoureux, and Lora Bruyn-Martin. "Avoiding Friendly Fire: Constructing Behaviorally-Anchored Rating Scales to Assess Team Cognition in Distributed Mission Training for Close Air Support." Proceedings of the Human Factors and Ergonomics Society Annual Meeting 52, no. 26 (2008): 2082–86. http://dx.doi.org/10.1177/154193120805202610.
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Fucà, Romina, and Serena Cubico. "Undecidability and the Evolution of Ideas in an Emergency Event: An Example of How to Systemically Test Organizational Effectiveness (OE) in University Groups." Education Sciences 10, no. 5 (2020): 135. http://dx.doi.org/10.3390/educsci10050135.
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The location of this research is the university, through which we are progressively channeled into a seemingly insoluble Gordian knot. What is our participation in the university and what cultural and human commitments inform this participation? More trivially, what rights and duties does the individual acquire or lose within his or her academic identities? Our main target was finding an ideal organizational practice to examine, such as an emergency event. What strategy can the university adopt? Can it realign its distortions and retain its resources? How and in what ways? What information is needed for this purpose? Which actors are relevant in this process? A systemic survey model is, therefore, presented to analyze data obtained from a sample of 200 respondents from various academic groups, including students, professors, administrative staff, and other stakeholders. Quotas were used for the primary challenge posed by the pictures representing dimensions according to a systemic schema of organizational effectiveness (OE). Respondents were then asked to judge the dimensions and pictures against their personal capacity for intellectual identity, functionalism, and materialism. During the test, the participants were expected to develop their capacity to approach phenomenal consciousness and the search for its neural correlates, thereby becoming familiar with the high-order demands and challenges posed by the current information available to them. A nine-item interval behaviorally anchored rating scale (BARS) was used to develop a systemic matrix that could show the participants’ collective OE when an emergency event occurs at the university. This study aims to stimulate a broader investigation into the preparation of programs and plans that should be a priority today in the context of sustainability in educational institutions, thereby setting useful thresholds on decision-making paths. To develop the collective model, a matrix generated by each respondents’ dimensional modal values (DMVs) in the test and the overall samples’ modal values (OMMVs) were used. Borrowing from Luce’s theory of probability, we analyzed the similarity of the OE university matrix from the results in descending order, restricting our attention to modal values which were chosen for the test and demonstrate how the learning model was formulated to assume that each group with evolved behavior could respond adaptively to a conditional function thanks to its permanence in a university environment.
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Restrepo López, Natalia. "The global energy crisis as an opportunity." Cuadernos de Administración 38, no. 74 (2023): e1012759. http://dx.doi.org/10.25100/cdea.v38i74.12759.
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El mundo se enfrenta actualmente a su primera crisis energética global. Si bien desde hace varios años, la atención sobre el comportamiento de los mercados energéticos globales crecía, al igual que los cuestionamientos relacionados con su impacto sobre las emisiones de carbono y la necesidad de la diversificación de la matriz de producción energética de los países, la guerra actual entre Rusia y Ucrania exacerbó la urgencia de encontrar respuestas sostenibles a dichos cuestionamientos.
 Rusia ha sido uno de los exportadores más grandes de combustibles fósiles del mundo, y sus decisiones recientes en cuanto oferta han jalonado los precios al alza, especialmente los precios del gas. Los costos asociados al gas y carbón representan cerca del 90% de los costos de generación eléctrica alrededor del mundo. Lo anterior, ha elevado las presiones inflacionarias previas, aumentado los riesgos de inseguridad alimentaria en países emergentes y, ha acelerado el curso de una recesión venidera.
 El difícil contexto actual ha permitido, por primera vez, el alineamiento de las prioridades económicas y climáticas, y ha resaltado el papel fundamental de las decisiones gubernamentales para lograr la transición energética. Uno de los retos cruciales para alcanzar este objetivo es la consecución de los fondos (inversiones) necesarios para alcanzar la transición y, la transformación de la matriz de exportaciones, especialmente en países en los que los combustibles fósiles ocupan un renglón preponderante en esta matriz. Esto último con el fin de garantizar una transición energética que no comprometa la estabilidad macroeconómica.
 Esta crisis en sí misma constituye un punto de quiebre en la dinámica mundial, que esperemos conduzca a una transición energética exitosa, sostenible y justa.
 Resumen del número
 El número 74 de la revista Cuadernos de Administración corresponde al período septiembre – diciembre de 2022. Los diez artículos publicados en este número son el resultado del compromiso de la revista de mantener un llamado permanente de artículos con el fin de incentivar la continua divulgación científica, manteniendo los más altos estándares de calidad. Este número cuenta con la participación de autores - de varios países y distintas regiones de Colombia, que enviaron sus manuscritos a nuestro proceso editorial. La revista y su comité editorial agradece a nuestros evaluadores, quienes con su experiencia y conocimiento nos apoyaron en la evaluación de cada artículo.
 Los diez artículos publicados son el resultado de exhaustivos procesos de investigación orientados a resolver preguntas asociadas a varios aspectos relacionados con las ciencias administrativas y organizacionales. El primero de ellos, titulado “Hábitos de consumo y comercio electrónico en los millennials de lima metropolitana durante la pandemia covid-19” desarrolla un diseño no experimental con un enfoque cuantitativo y correlacional, con el fin de determinar si los hábitos de consumo se encuentran relacionados con el comercio electrónico en milennials. El documento enmarca su muestra de estudio en Lima, Perú durante la pandemia asociada al Covid-19.
 “Trabajo emocional en el sector de servicios: el papel de compromiso organizacional” analiza el nivel de compromiso organizacional y comportamientos de trabajo emocional de los empleados en el sector de servicios. Adicionalmente busca determinar la existencia de una relación significativa entre esas variables a través del análisis estadístico y econométrico basado en 433 encuestas realizadas a trabajadores del sector servicios en la provincia de Zonguldak en Turquía. Los autores encuentran una relación significativa entre trabajo emocional y las dimensiones de compromiso normativo y emocional de compromiso organizacional. El tercer artículo presentado en este número se titula “Efectos del marco estratégico sobre la competitividad empresarial: un estudio empírico”. Este documento discute la utilidad efectiva de las declaraciones de misión y visión en un ámbito empresarial a través de la evaluación de la relación entre estos elementos y la consecución de resultados, específicamente en términos de competitividad. Dicha relación es estudiada a través de un modelo empírico de ecuaciones estructurales mediante mínimos cuadrados parciales estimado a partir de una muestra de 120 grandes compañías registradas en el Departamento de Santander, Colombia.
 Más adelante en nuestro número encontramos “Gestión del conocimiento en empresas colombianas siguiendo el modelo nonaka y takeuchi. estudio de casos múltiples entrelazados” cuyo objetivo es determinar el nivel de gestión del conocimiento a través de los tres componentes de la teoría de Nonaka Takeuchi, a partir de 10 casos de estudio múltiples entrelazados en cinco grandes empresas y cinco empresas Pymes colombianas. A través del análisis los autores demuestran que, en las cuatro formas de convertir el conocimiento de tácito a explícito, las cinco Pymes tienen calificaciones más altas que las cinco grandes empresas. Los resultados también arrojan actividades de gestión de conocimiento en los diez casos, necesarias para que el conocimiento creado no desaparezca con facilidad.
 “Valor adicionado a partir de la eficiencia productiva del capital intelectual en grandes empresas agroindustriales” propone implementar el Value added intellectual coefficient (VAIC) como una medida de la creación de valor adicionado a partir de la eficiencia productiva del capital intelectual en grandes empresas agroindustriales del departamento del Magdalena, Colombia. A partir estados de valor adicionado, modelos de regresión lineal múltiple y panel datos, los autores encuentran que la mayoría de las empresas analizadas obtuvieron una nota con concepto bueno frente a la creación de valor adicionado.
 Este último artículo es seguido por “Análisis de las pruebas saber pro en los programas de administración de empresas en Colombia del periodo 2016 al 2020” que a través de un estudio descriptivo de enfoque cuantitativo analiza las pruebas Saber Pro de los programas de Administración de Empresas en Colombia. A partir de información publicada por el ICFES, los autores encuentran que con respecto a competencias genéricas, los resultados más bajos estuvieron se presentaron en las competencias ciudadanas, comunicación escrita y razonamiento cuantitativo. Por otro lado, con respecto a las competencias específicas, los resultados con menor desempeño fueron gestión financiera y gestión de la organización.
 “Análisis de la brecha de género de la tasa de desempleo en Colombia 2001-2021”, este documento busca modelar la evolución de la brecha de desempleo en Colombia en el periodo 2001:01 - 2021:06, con el fin de pronosticar su comportamiento y determinar su volatilidad. Para lo anterior, los autores implementan un Modelo Autorregresivo Integrado de Medias Móviles estacional (SARIMA) con Heteroscedasticidad Condicional Autorregresiva Generalizada (GARCH). De acuerdo con sus estimaciones, los autores concluyen que, aunque la brecha de género presentaba un ligero descenso en las dos últimas décadas, este fue impactado de forma negativa por la pandemia del Covid-19 lo que provocó un comportamiento creciente. Adicionalmente, se incrementa la volatilidad de la serie haciéndola más vulnerable a los ciclos económicos y estacionales.
 “La gestión universitaria y sus sistemas de calidad. La baremación de la eficiencia laboral del personal docente: una comparativa de instrumentos Likert y BARS” analiza la ambigüedad, claridad y precisión de los instrumentos Likert o BARS ((Behavioral Anchored Rating Scales), empleados de forma regular para medir el grado satisfacción del alumnado con la labor del docente. Los resultados obtenidos por el autor demuestran la existencia de diferencias significativas entre instrumentos; mostrando, además que las dudas sobre la ambigüedad, falta de claridad y precisión asociadas a los cuestionarios tipo Likert mejoran en los instrumentos BARS.
 “Modelo de gestión humana desde la responsabilidad social interna en medianas y grandes empresas de Ibagué” presenta un modelo de gestión humana desde la perspectiva de la responsabilidad social para las medianas y grandes empresas de Ibagué, Tolima-Colombia. Para lo anterior, los autores llevan a cabo una investigación cuantitativa con enfoque correlacional y explicativo, basada en técnicas de Análisis Factorial (AF) y Ecuaciones Estructurales (SEM). Las estimaciones sugieren que el modelo de gestión humana desde la responsabilidad social interna debe considerar las variables: calidad de vida en el trabajo, promoción de la educación formal universitaria, inversiones en formación, desarrollo y bienestar del talento humano, promoción profesional de los empleados, entre otros.
 Nuestro número finaliza con un artículo de reflexión titulado “Bienestar para el trabajador, estrategias efectivas desde las organizaciones positivas” que describe teóricamente los pilares que la literatura ha identificado como cruciales para que una organización sea positiva y demuestre preocupación por el bienestar de sus trabajadores. En el estudio se proponen cuatro elementos: la implementación de prácticas organizacionales saludables para contribuir al bienestar de los colaboradores; el enfoque en el liderazgo positivo que involucre retroalimentación, comunicación y planteamiento de metas; la presencia de ambientes positivos para los trabajadores y el trabajo significativo.
 La publicación del número 74 de la revista Cuadernos de Administración de la Facultad de Administración de la Universidad del Valle constituye un paso en nuestra consolidación como una revista de prestigio en la divulgación científica del conocimiento en diversas áreas de las ciencias administrativas y organizacionales. La revista agradece a cada uno de los autores y a los pares evaluadores que apoyaron el proceso editorial y, resalta que el contenido de cada artículo es responsabilidad de sus autores.
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Schürmann, Verena, Daniel Bodemer, and Nicki Marquardt. "Exploring the use of regular reflections in student collaboration: a case study in higher education." Frontiers in Education 10 (March 21, 2025). https://doi.org/10.3389/feduc.2025.1526487.
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IntroductionWith the growing emphasis in higher education on fostering collaboration and reflection, this study examines the intersection of these two concepts by exploring the use of regular reflections in student collaboration.MethodsAn embedded case study approach was employed, investigating four student teams over a 15-week interdisciplinary project course at a higher education institution. Each team participated in four joint reflections, supported by Behaviorally Anchored Rating Scales (BARS). Multiple data sources, including questionnaires, interviews, and documents, were collected at both the team and individual levels.ResultsThe findings reveal a positive improvement in students’ self-assessed collaboration in three out of the four teams over the semester. These teams also experienced an increase in psychological safety. Triangulation and the comparison of two contrasting cases provided deeper insights into these patterns. While the data indicated general satisfaction with the reflection sessions and the BARS, several challenges, influencing factors, and areas for improvement were identified.DiscussionThis study offers valuable insights into the dynamics and quality of joint reflections within student teams. It provides practical recommendations for integrating reflective practices into higher education courses and highlights avenues for future research.
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Matosas-López, Luis, Jessus Miguel Muñoz-Cantero, David Molero, and Eva María Espiñeira-Bellón. "Psychometric analysis of a questionnaire with BARS. An opportunity to improve teaching effectiveness measurement programs and decision making in accreditation processes." Revista Interuniversitaria de Formación del Profesorado. Continuación de la antigua Revista de Escuelas Normales 98, no. 37.1 (2023). http://dx.doi.org/10.47553/rifop.v98i37.1.97313.
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In the field of teaching effectiveness measurement programs, studies on the validation of Behavioral Anchored Rating Scales (BARS) are minimal when compared with Likert instruments. The reason for this situation is a consequence of the limited number of universities opting for this type of questionnaire in their teaching effectiveness measurement programs. This situation is due to the thoroughness, time investment and strong involvement of human resources required in the design of these scales. The aim of this investigation is twofold. On the one hand, to analyze the validity of a questionnaire for measuring teaching effectiveness that uses BARS. On the other, to check whether this instrument, designed in a given university with the participation of the professors and students of this institution, can be valid for other universities. The study is carried out in three Spanish universities. The validation process considers: comprehension validity, EFA, CFA with structural equation modeling, and reliability analysis. The results show that BARS under examination are valid for measuring teaching effectiveness; not only in the institution where they are designed, but also in other universities different from the one in which the questionnaire is constructed. The findings of this research open new alternatives not only to improve teaching effectiveness measurement programs but also to enhance decision making in accreditation processes.
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Lee, Soo-Hoon, Phillip H. Phan, and Sanjay V. Desai. "Evaluation of house staff candidates for program fit: a cohort-based controlled study." BMC Medical Education 22, no. 1 (2022). http://dx.doi.org/10.1186/s12909-022-03801-0.
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Abstract Background Medical school academic achievements do not necessarily predict house staff job performance. This study explores a selection mechanism that improves house staff-program fit that enhances the Accreditation Council for Graduate Medical Education Milestones performance ratings. Objective Traditionally, house staff were selected primarily on medical school academic performance. To improve residency performance outcomes, the Program designed a theory-driven selection tool to assess house staff candidates on their personal values and goals fit with Program values and goals. It was hypothesized cohort performance ratings will improve because of the intervention. Methods Prospective quasi-experimental cohort design with data from two house staff cohorts at a university-based categorical Internal Medicine Residency Program. The intervention cohort, comprising 45 house staff from 2016 to 2017, was selected using a Behaviorally Anchored Rating Scales (BARS) tool for program fit. The control cohort, comprising 44 house staff from the prior year, was selected using medical school academic achievement scores. House staff performance was evaluated using ACGME Milestones indicators. The mean scores for each category were compared between the intervention and control cohorts using Student’s t-tests with Bonferroni correction and Cohen’s d for effect size. Results The cohorts were no different in academic performance scores at time of Program entry. The intervention cohort outperformed the control cohort on all 6 dimensions of Milestones by end-PGY1 and 3 of 6 dimensions by mid-PGY3. Conclusion Selecting house staff based on compatibility with Residency Program values and objectives may yield higher job performance because trainees benefit more from a better fit with the training program.
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Tinambunan, Anitha Paulina. "IMPLEMENTASI MANAJEMEN KINERJA DI UNIKA SANTO THOMAS MEDAN." KUKIMA : Kumpulan Karya Ilmiah Manajemen, November 6, 2024, 171–88. https://doi.org/10.54367/kukima.v3i2.4220.
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The management model of higher education institutions can be equated with a business model of higher education management services that must be managed professionally like other business institutions, but while still prioritizing academic quality as a "service product" that must be achieved. The performance management model is a framework that integrates how organizations set and align goals, eval_uate employee performance and encourage sustainable development. Since 2016 under the leadership of rector Dr. Frietz R. Tambunan, Unika Santo Thomas Medan has established a new performance management system with model from Armstrong & Baron because the starting point is changing the vision & mission in order to adapt to environmental changes. This means that there is a self-renewing cycle that explains the strategic goals of the organization with the goals of teams and individual employees. During the period of Prof. Sihol Situngkir (2020-2022), the Deming model was applied and utilized special software applications (LMS & SIAK) to simplify the performance management process (software based model). Rector Prof. Dr. Maidin Gultom SH, M.Hum uses the Torrington and Hall model. This can be seen from the existence of performance plans, monitoring from LPM and LPSI, regular eval_uations and awards at the end of the year and throughout the year. Performance management must be implemented to improve efficiency, effectiveness & employee productivity. Dr. Frietz R. Tambunan implemented the Performance for World Class Manufacturing (PWCM) system because it uses a new approach to quality by applying Total Quality Management (TQM) & a change in the way of managing employee with encouraging improved performance (Employee Involvement). Rector Prof. Sihol Situngkir implemented a Performance Measurement Questionnaire (PMQ) that resembles Behaviorally Anchored Rating Scales (BARS) by linking performance appraisals to certain behaviors that are considered important in the job. Rector Prof. Dr. Maidin Gultom SH, M.Hum implements a Balance Scorecard (BSC) which measures organizational performance in the aspect of customer satisfaction (the existence of a certificate 15021001 at Faculty of Economics and Business) and operational efficiency by conducting Benchmarking to Unika Atma Jaya Yogyakarta (UAJ) & Unika Parahyangan Bandung (UNPAR) and performance expectations expressed in continuous improvement targets such as the existence of an Sistem Penjamin Mutu Internal (SPMI) & implementing Ministry of Research, Technology and Higher Education Indonesia by engaging in MBKM (Merdeka Belajar Kampus Merdeka)
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Feeney, Justin R., Kabir N. Daljeet, Richard D. Goffin, and Travis J. Schneider. "Rating accuracy, leniency, and rater perceptions when using the RPM and BARS." International Journal of Selection and Assessment, April 22, 2024. http://dx.doi.org/10.1111/ijsa.12474.
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AbstractResearchers have argued that social‐comparative rating formats hold important psychometric advantages over traditional absolute ratings. We asked 152 participants to observe and assess the videotaped performance of individuals completing a task using a social‐comparative (Relative Percentile Method; RPM) and absolute rating (Behaviorally Anchored Rating Scale; BARS) formats. After collecting expert ratings on the same set of videos, we calculated accuracy indices and leniency. Additionally, we collected rater perceptions of accuracy and fairness for both formats. Our study revealed that the BARS was perceived as more accurate and fairer than the RPM. However, the RPM was found to be better at combating rater leniency. We discuss the implications of these findings.
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Spangenberg, H. H., J. J. Esterhuyse, J. H. Visser, J. E. Briedenhann, and C. J. Calitz. "Construction of behaviourally anchored rating scales (BARS) for the measurement of managerial performance." SA Journal of Industrial Psychology 15, no. 1 (1989). http://dx.doi.org/10.4102/sajip.v15i1.480.
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BARS were initially developed as indices of behavioural change and to ensure greater comparability of ratings from different raters. In this study, BARS were developed for a major producer-wholesaler company in the liquor industry to serve as an independent criterion in the validation of the company's assessment center, to assess the impact of development activities on the skill levels of assessment centre participants and as a diagnostic tool in identifying performance deficiencies. A step-by-step account of the four stages in the development of BARS is presented, together with examples of actual scales for the final steps. Opsomming Gedragsgeankerde skale (BARS) is oorspronklik ontwikkel as indekse van verandering, en om die vergelykbaarheid tussen beroordelings van verskillende beoordelaars te verhoog. In hierdie studie is BARS vir 'n groothandelaar in die drankbedryf ontwikkel ten einde te dien as 'n onafhanklike kriterium in die validering van hulle takseersentrum; om die invloed van ontwikkelingsaktiwiteite op die vaardigheidsvlakke van deelnemers aan die takseersentrum te meet; en as 'n diagnostiese hulpmiddel in die indentifisering van ontoereikende prestasie. 'n Stap-vir-stap beskrywing van die vier stadia in die ontwikkeling van BARS word gegee, met voorbeelde van werklike skale vir die finale stappe.
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"A Study on the Development and Validation of Core Competency’s Measurement Tool of University Students, Applying the Behaviorally Anchored Rating Scale(BARS): Focusing on D University’s Communication Capabilities." Korean Association For Learner-Centered Curriculum And Instruction 24, no. 19 (2024): 461–82. http://dx.doi.org/10.22251/jlcci.2024.24.19.461.
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Objectives This study attempted to develop the core competency’s measurement tool and secure its validity by focusing on the D University’s communication capabilities and applying the behaviorally anchored rating scale based on experiences or behaviors closely related to students’ university education and life. Methods This study applied appropriate research methods according to a six-step’s systematic research procedure, including core competency analysis and competency modeling, analysis of behavioral characteristics of excellent students through FGI for professors and BEI for students, development of core competency’s measurement tool through expert council, validation through expert delphi survey, pilot test and analysis, and finalizations stage of system, definition, and measurement tool. Results The research results are as follows. First, the core competency’s system and definition with a high consistent were derived through a systematic competency modeling process. Second, the behavioral characteristics of hyperformers(high-performing students) were analyzed through interview with professors and students and reflected in the behaviorally anchored rating scale. Third, the core competency’s measurement tool(draft) with a high consistent were confirmed. Fourth, a core competency measurement tool(revised version) was tentatively derived by verifying its validity through two expert delphi surveys. Fifth, a pilot test was conducted to improve effectiveness of the core competency’s measurement tool, and reliability and validity were secured. Sixth, the finalizations stage was completed, and the system, definition, and measurement tool of core competencies were confirmed. Conclusions By developing a core competency’s measurement tool based on the behaviorally anchored rating scale focusing on D University’s communication capabilities and then revealing the process of securing reliability and validity, It could play a significant role in suggesting alternative methods to objectively measure the core competencies of each university.
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Holland, Jaycelyn R., Donald H. Arnold, Holly R. Hanson, et al. "Reliability of the Behaviorally Anchored Rating Scale (BARS) for assessing non-technical skills of medical students in simulated scenarios." Medical Education Online 27, no. 1 (2022). http://dx.doi.org/10.1080/10872981.2022.2070940.
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Rosenman, Elizabeth D., James A. Grand, and Rosemarie Fernandez. "Validity evidence of a resuscitation team leadership assessment measure for use in actual trauma resuscitations." AEM Education and Training 9, no. 2 (2025). https://doi.org/10.1002/aet2.11061.
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AbstractBackgroundTeam leadership is a critical skill in trauma resuscitation teams, linked to better teamwork and improved patient care. There are numerous published team leadership assessments, though data regarding the performance of these measures in patient care settings (vs. simulation‐based settings) remain limited. There remains a need for a valid, reliable, and efficient measure of resuscitation team leadership in the clinical setting to support medical education and research efforts.MethodsWe constructed a 12‐item behaviorally anchored rating scale (BARS) to measure trauma team leadership. Multiple raters then used the BARS to measure team leadership in 360 recorded trauma resuscitations across 60 participants. In addition to examining inter‐rater reliability, we examined the construct validity of the BARS assessment through both correlational and latent modeling techniques to compare the ratings collected with the BARS to those collected using a previously studied checklist‐based assessment using a multitrait–multimethod (MTMM) approach. Lastly, we examined the criterion validity of the BARS measure by examining its relationship with previously obtained patient care scores.ResultsBARS items demonstrated high inter‐rater reliability when scores were computed using observations averaged over multiple raters (mean item intraclass correlations ICC1k 0.90, item range 0.85–0.98). The correlation between the aggregate ratings from the team leadership BARS and checklist measure demonstrated a strong positive correlation (r = 0.75), and the MTMM analyses indicated consistent evidence for both convergent (mean monotrait–heteromethod r = 0.50) and discriminant (mean heterotrait–heteromethod r = 0.27) validity. Hierarchical Bayesian regression analyses revealed that aggregate BARS scores were predictive of patient care scores (β = 7.06, 95% HDI 3.76–10.43).ConclusionsThe team leadership BARS and a previously studied checklist‐based team leadership measure produced convergent assessments of team leadership behavior in the present data. Furthermore, higher overall ratings on the BARS correlated with better patient care delivery at the team level.
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Spangenberg, H. H., J. J. Esterhuyse, J. H. Visser, J. E. Briedenhann, and C. J. Calitz. "Validation of an assessment centre against bars: An experience with performance related criteria." SA Journal of Industrial Psychology 15, no. 2 (1989). http://dx.doi.org/10.4102/sajip.v15i2.481.
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The objective of this study is to determine the validity of a middle management assessment centre. Behaviourally Anchored Rating Scales were developed specifically for this purpose. The results testify to the validity of this assessment centre and lend support to the argument that assessment centres do indeed predict performance criteria (viz a viz potential/advancement criteria). The validity coefficients for the various dimensions are indicated. Opsomming Die doel van hierdie studie is om die geldigheid van 'n takseersentrum vir middelbestuur te bepaal. Vir die doel is gedragsgeankerde skale as kriterium spesiaal ontwikkel. Die resultate dui op die geldigheid van hierdie takseersentrum en verleen addisionele steun aan die argument dat takseersentrums wel prestasiekriteria (viz a viz potensiaal/bevorderingskriteria) voorspel. Die geldigheidskoeffisiente van die onderskeie bestuursdimensies word aangetoon.
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Hickman, Louis, Josh Liff, Colin Willis, and Emily Kim. "Can Interviewees Fake Out AI? Comparing the Susceptibility and Mechanisms of Faking Across Self‐Reports, Human Interview Ratings, and AI Interview Ratings." International Journal of Selection and Assessment 33, no. 2 (2025). https://doi.org/10.1111/ijsa.70014.
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ABSTRACTArtificial intelligence (AI) is increasingly used to score employment interviews in the early stages of the hiring process, but AI algorithms may be particularly prone to interviewee faking. Our study compared the extent to which people can improve their scores on self‐report scales, structured and less structured human interview ratings, and AI interview ratings. Further, we replicate and extend prior research by examining how interviewee abilities and impression management tactics influence score inflation across scoring methods. Participants (N = 152) completed simulated, asynchronous interviews in honest and applicant‐like conditions in a within‐subjects design. The AI algorithms in the study were trained to replicate question‐level structured interview ratings. Participants' scores increased most on self‐reports (overall Cohen's d = 0.62) and least on AI interview ratings (overall Cohen's d = 0.14), although AI score increases were similar to those observed for human interview ratings (overall Cohen's d = 0.22). On average, across conditions, AI interview ratings converged more strongly with structured human ratings based on behaviorally anchored rating scales than with less structured human ratings. Verbal ability only predicted score improvement on self‐reports, while increased use of honest defensive impression management tactics predicted improvement in AI and less structured human interview scores. Ability to identify criteria did not predict score improvement. Overall, these AI interview scores behaved similarly to structured human ratings. We discuss future possibilities for investigating faking in AI interviews, given that interviewees may try to “game” the system when aware that they are being evaluated by AI.