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Academic literature on the topic 'Behaviourally Anchored Rating Scale'

Author: Grafiati

Published: 4 June 2021

Last updated: 8 February 2022

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Journal articles on the topic "Behaviourally Anchored Rating Scale"

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Pounder, J. S. "A Behaviourally Anchored Rating Scales Approach to Institutional Self-assessment in Higher Education." Assessment & Evaluation in Higher Education 25, no. 2 (2000): 171–82. http://dx.doi.org/10.1080/713611422.

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Pounder, James S. "Organisational self-assessment in higher education: experimenting with the competing values model and behaviourally anchored rating scales." Research in Post-Compulsory Education 4, no. 1 (1999): 39–57. http://dx.doi.org/10.1080/13596749900200045.

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Devcich, Daniel A., Jennifer Weller, Simon J. Mitchell, et al. "A behaviourally anchored rating scale for evaluating the use of the WHO surgical safety checklist: development and initial evaluation of the WHOBARS." BMJ Quality & Safety 25, no. 10 (2015): 778–86. http://dx.doi.org/10.1136/bmjqs-2015-004448.

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JOHNSON, DAVID, and ROSA MA. "RECOGNISING ENTREPRENEURIAL POTENTIAL IN GRADUATE BUSINESS START-UPS: THE DEVELOPMENT OF A BEHAVIOURALLY BASED ASSESSMENT TOOL." Journal of Enterprising Culture 02, no. 02 (1994): 669–86. http://dx.doi.org/10.1142/s0218495894000203.

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This paper presents the initial results of an investigation oriented towards developing a Behaviourally Anchored Rating Scale (BARS) system to assess the entrepreneurial potential of individuals who are either running their own business or are in the process of considering start-up. A review of the literature identified seven dimensions as necessary, if not exhaustive, attributes of a successful entrepreneur. They are vision, internal locus of control, achievement orientation, calculated risk taking, need for autonomy, creativity and innovativeness, and opportunistic. Previous psychological studies have focused primarily upon personality traits, attitudes, and more recently upon cognitive representations. The actual behaviour of the entrepreneur has been excluded from the analysis. The methodology developed within this paper seeks to overcome this deficit by developing the above mentioned BARS. 16 graduates who are at various stages in the business start-up process were interviewed and data collected regarding the performance of the business. The interview was structured around critical incidents in the recent history of the business and focused specifically upon the individual responses in terms of the seven core dimensions. The interviews were video recorded and transcribed. Assessments of the performance of the business were made by a number of independent assessors who rated each of the sample in terms of progress and success. Initial findings indicate that the BARS do provide a valid measure of entrepreneurial potential as individuals who scored highly upon the BARS were those whose businesses were performing more successfully. As such, BARS could prove to be a very useful tool for research purposes and also in the selection and training of owner-managers and entrepreneurs. A longitudinal investigation is currently in preparation.

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Medvedev, Oleg N., Alan F. Merry, Carmen Skilton, Derryn A. Gargiulo, Simon J. Mitchell, and Jennifer M. Weller. "Examining reliability of WHOBARS: a tool to measure the quality of administration of WHO surgical safety checklist using generalisability theory with surgical teams from three New Zealand hospitals." BMJ Open 9, no. 1 (2019): e022625. http://dx.doi.org/10.1136/bmjopen-2018-022625.

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ObjectivesTo extend reliability of WHO Behaviourally Anchored Rating Scale (WHOBARS) to measure the quality of WHO Surgical Safety Checklist administration using generalisability theory. In this context, extending reliability refers to establishing generalisability of the tool scores across populations of teams and raters by accounting for the relevant sources of measurement errors.DesignCross-sectional random effect measurement design assessing surgical teams by the five items on the three Checklist phases, and at three sites by two trained raters simultaneously.SettingThe data were collected in three tertiary hospitals in Auckland, New Zealand in 2016 and included 60 teams observed in 60 different cases with an equal number of teams (n=20) per site. All elective and acute cases (adults and children) involving surgery under general anaesthesia during normal working hours were eligible.ParticipantsThe study included 243 surgical staff members, 138 (50.12%) women.Main outcome measureAbsolute generalisability coefficient that accounts for variance due to items, phases, sites and raters for the WHOBARS measure of the quality of WHO Surgical Safety Checklist administration.ResultsThe WHOBARS in its present form has demonstrated good generalisability of scores across teams and raters (G absolute=0.83). The largest source of measurement error was the interaction between the surgical team and the rater, accounting for 16.7% (95% CI 16.4 to 16.9) of the total variance in the data. Removing any items from the WHOBARS led to a decrease in the overall reliability of the instrument.ConclusionsAssessing checklist administration quality is important for promoting improvement in its use, and WHOBARS offers a reliable approach for doing this.

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Rushmer, Rosemary K., Mandy Cheetham, Lynda Cox, et al. "Research utilisation and knowledge mobilisation in the commissioning and joint planning of public health interventions to reduce alcohol-related harms: a qualitative case design using a cocreation approach." Health Services and Delivery Research 3, no. 33 (2015): 1–182. http://dx.doi.org/10.3310/hsdr03330.

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BackgroundConsiderable resources are spent on research to establish what works to improve the nation’s health. If the findings from this research are used, better health outcomes can follow, but we know that these findings are not always used. In public health, evidence of what works may not ‘fit’ everywhere, making it difficult to know what to do locally. Research suggests that evidence use is a social and dynamic process, not a simple application of research findings. It is unclear whether it is easier to get evidence used via a legal contracting process or within unified organisational arrangements with shared responsibilities.ObjectiveTo work in cocreation with research participants to investigate how research is utilised and knowledge mobilised in the commissioning and planning of public health services to reduce alcohol-related harms.Design, setting and participantsTwo in-depth, largely qualitative, cross-comparison case studies were undertaken to compare real-time research utilisation in commissioning across a purchaser–provider split (England) and in joint planning under unified organisational arrangements (Scotland) to reduce alcohol-related harms. Using an overarching realist approach and working in cocreation, case study partners (stakeholders in the process) picked the topic and helped to interpret the findings. In Scotland, the topic picked was licensing; in England, it was reducing maternal alcohol consumption.MethodsSixty-nine interviews, two focus groups, 14 observations of decision-making meetings, two local feedback workshops (n = 23 andn = 15) and one national workshop (n = 10) were undertaken. A questionnaire (n = 73) using a Behaviourally Anchored Rating Scale was issued to test the transferability of the 10 main findings. Given the small numbers, care must be taken in interpreting the findings.FindingsNot all practitioners have the time, skills or interest to work in cocreation, but when there was collaboration, much was learned. Evidence included professional and tacit knowledge, and anecdotes, as well as findings from rigorous research designs. It was difficult to identify evidence in use and decisions were sometimes progressed in informal ways and in places we did not get to see. There are few formal evidence entry points. Evidence (prevalence and trends in public health issues) enters the process and is embedded in strategic documents to set priorities, but local data were collected in both sites to provide actionable messages (sometimes replicating the evidence base).ConclusionsTwo mid-range theories explain the findings. If evidence hassaliency(relates to ‘here and now’ as opposed to ‘there and then’) andimmediacy(short, presented verbally or visually and with emotional appeal) it is more likely to be used in both settings. A second mid-range theory explains how differing tensions pull and compete as feasible and acceptable local solutions are pursued across stakeholders. Answering what works depends on answering for whom and where simultaneously to find workable (if temporary) ‘blends’. Gaining this agreement across stakeholders appeared more difficult across the purchaser–provider split, because opportunities to interact were curtailed; however, more research is needed.FundingThis study was funded by the Health Services and Delivery Research programme of the National Institute for Health Research.

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Tariot, Pierre N. "CERAD Behavior Rating Scale for Dementia." International Psychogeriatrics 8, S3 (1997): 317–20. http://dx.doi.org/10.1017/s1041610297003542.

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In the absence of a standardized technique for reliably and comprehensively describing changes in behavioral disturbances of dementia, the Behavioral Pathology Committee of the Consortium to Establish a Registry for Alzheimer's Disease (CERAD) sought to develop a scale that could be used to evaluate a wide range of psychopathologic signs and symptoms in patients with differing severity of dementia. The goal of the committee was to develop a scale composed of well-anchored, homogeneously scaled items that could be administered by interviewers without extensive psychiatric training.

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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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9

Hoffman, Calvin C., C. Chy Tashima, and Gypsi Luck. "Using a Difficulty-Anchored Rating Scale in Performing Angoff Ratings." International Journal of Selection and Assessment 18, no. 4 (2010): 407–16. http://dx.doi.org/10.1111/j.1468-2389.2010.00522.x.

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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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Dissertations / Theses on the topic "Behaviourally Anchored Rating Scale"

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Buchanan, Grace F. "The Multicultural supervisor competency Indicator : a behaviorally anchored rating scale approach /." Available to subscribers only, 2006. http://proquest.umi.com/pqdweb?did=1240684091&sid=3&Fmt=2&clientId=1509&RQT=309&VName=PQD.

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Cook, Stuart S. (Stuart Sheldon). "Effect of Rater Training and Scale Type on Leniency and Halo Error in Student Ratings of Faculty." Thesis, North Texas State University, 1987. https://digital.library.unt.edu/ark:/67531/metadc330753/.

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The purpose of this study was to determine if leniency and halo error in student ratings could be reduced by training the student raters and by using a Behaviorally Anchored Rating Scale (BARS) rather than a Likert scale. Two hypotheses were proposed. First, the ratings collected from the trained raters would contain less halo and leniency error than those collected from the untrained raters. Second, within the group of trained raters the BARS would contain less halo and leniency error than the Likert instrument.

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Meyer, Albert Ludolph. "Die ontwikkeling van 'n gedragsobservasieskaal as prestasiebeoordelingsinstrument vir senior bestuurders." Diss., 1998. http://hdl.handle.net/10500/17438.

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Text in Afrikaans, abstract in Afrikaans and English<br>Navorsing toon dat beoordelingskale, gebaseer op spesifieke werksgedrag as geldige prestasiemetingsinstrumente gebruik kan word om die individuele ontwikkelingsbehoeftes van elke werknemer te bepaal. Die doel van die studie is die ontwikkeling en validering van 'n gedragsobservasieskaal vir senior bestuurders. Vir die doel is 49 senior bestuurders se prestasiemetings verkry op drie skale, naamlik 'n gedragsobservasieskaal wat ontwikkel is, die Werknemerbeoordelingskaal en 'n gedragsgeankerde skaal. 'n Pearson korrelasie van 0,74 is tussen die totaaltellings van die Gedragsobservasieskaal en die van die Gedragsgeankerde skaal verkry (p<0.01 ;N=49). Tussen die totaaltellings van die Gedragsobservasieskaal en die Werknemerbeoordelingskaal is 'n Pearson korrelasie van 0,75 gevind (p<0,01 ;N=49). Met hierdie resultate kan dus aanvaar word dat die Gedragsobservasieskaal 'n geldige meetinstrument van werksprestasie is en as prestasiemetingskaal gebruik kan word.<br>Research indicates that appraisal scales based on specific behaviour can be used as performance appraisal instruments to promote every employees' individual development need. The aim of this study is the development and validation of a behavioural observation scale for senior management. To achieve this aim 49 senior managers' performance scores were obtained on three scales, namely a behavioral observation scale which was developed, the Employee Rating Scale, and a behaviourally anchored rating scale. A Pearson correlation of 0,74 was obtained between the total scores of the Behavioral Observation Scale and the Behaviourally Anchored Rating Scale (p<0,01 ;N=49). Between the total scores of the Behavioral Observation and the Employee Rating Scales a Pearson correlation of 0,75 was found (p<0,01 ;N=49). With these results in mind, the Behavioral Observation Scale can be accepted as a valid measurement scale of work performance and can thus be applied as a performance appraisal instrument.<br>Industrial and Organisational Psychology<br>M. Comm. (Industrial Psychology)

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HE, Bing-Hong, and 何炳宏. "Reconstructing and Verifying a Scale of The Competency-Based on Behaviorally Anchored Rating Scale." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/qxq884.

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碩士<br>輔仁大學<br>企業管理學系管理學碩士在職專班<br>103<br>Abstract: There are top 2 groups of unemployment which difficult to find a new job in Taiwan are fresh graduate and jobless in middle age. The root cause is difficult to understand what basic job function need to do when fresh graduate is looking fora job. Certification and job questionnaire survey are not guarantee to get job anymore nowadays. In addition jobless in middle age also hard to find a new job because of they do not know how to handle new job function as they always focus on same job function in current job. This situation cause middle age person lost their competition. The above mentioned those 2 groups can not compete at in their workplace because they are lack of comprehensive assessment to understand what they need to improve in their job. In order to solve the problem I will create reconstructing and verifying a scale of the competency- based on behaviorally anchored rating scale to help everyone who wants to understand what the basic competency in their occupation.

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Books on the topic "Behaviourally Anchored Rating Scale"

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Dunn, Doris. Learner-nurse clinical training and the role of behaviourally anchored rating scales. NELP, 1988.

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The development and evaluation of a behaviorally anchored rating scale for secondary physical education teachers. 1987.

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The development and evaluation of a behaviorally anchored rating scale for secondary physical education teachers. 1987.

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The development and evaluation of a behaviorally anchored rating scale for secondary physical education teachers. 1987.

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The development and evaluation of a behaviorally anchored rating scale for secondary physical education teachers. 1985.

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Book chapters on the topic "Behaviourally Anchored Rating Scale"

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"Self-Anchored Rating Scale." In Encyclopedia of Quality of Life and Well-Being Research. Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_103696.

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