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

Author: Grafiati

Published: 2 June 2025

Last updated: 31 July 2025

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1

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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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 quantita

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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 stude

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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

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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

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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 th

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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 ge

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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 r

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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 assessmen

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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

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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 ad

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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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Eni Sukmawati, Abel Adhaprilliani, Yurisma Pertiwi, and Samsul Hidayat. "Penilaian Evaluasi Kinerja Menggunakan Metode Behaviorally Anchored Rating Scale (BARS) di PT. Gaji Pintar Indonesia." MASMAN Master Manajemen 3, no. 1 (2025): 161–79. https://doi.org/10.59603/masman.v3i1.728.

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The purpose of this study is to compare how PT Indonesia Nippon Saiki and PT Gaji Pintar Indonesia assess performance using a rating scale based on behavior (BARS). The BARS method was chosen because it can describe specific behaviors to provide a more objective and measurable assessment. The research was conducted through questionnaires and interviews with employees and managers from both companies. The analysis results indicate that the implementation of BARS at PT Indonesia Nippon Saiki is more structured and consistent. In contrast, the implementation of BARS at PT Gaji Pintar Indonesia te

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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

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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 cons

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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 affec

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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 e

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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. Stabi

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LIM, CHEOL-IL, YUJIE HAN, Seungha Kim, CHAERIN LEE, SUMIN HONG, and Jae-Hyun Jung. "Development of an AI and digital competency assessment instrument for in-service teachers using the behaviorally anchored rating scale (BARS)." Korean Association for Educational Information and Media 31, no. 3 (2025): 945–69. https://doi.org/10.15833/kafeiam.31.3.945.

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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

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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 r

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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 b

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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 questionnair

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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 wa

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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 managemen

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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 tha

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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 ac

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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, deve

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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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