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AbstractIt was hypothesized that in comparison to a GRS‐based performance appraisal and review, behaviour‐based (BARS and BOS) appraisals and reviews would generate superior goal properties (e.g., specificity), better goal characteristics (e.g., acceptance), and more favourable user reactions (e.g., ratee satisfaction with the appraisal process). Data from a field experiment involving 46 police sergeants (raters) and their 152 subordinates (ratees) supported almost all of the predictions. Particularly strong evidentiary support was found for the BOS‐based performance appraisal and review. These results, as well as recent empirical evidence from other studies, lend credence to the proposition that a BOS‐based performance appraisal and review may be superior to other appraisal methods in terms of yielding more favourable attitudinal effects.RésuméDans la présente étude, nous examinons l'hypothèse selon laquelle, comparativement a l'évaluation du ren‐dement 4aG l'aide de l'échelle GRS, l'évaluation se basant sur les échelles BOS et BARS entraine des réactions plus favorables chez les usagers, des perceptions plus claires quant aux propriétés des objectifs (p. ex. spécificité) et des caractéristiques plus positives des objectifs de performance (p. ex. acceptation) établis au moyen de ces méthodes d'évaluation. Les données recueillies à partir d'une étude expérimentale menée dans une organisation auprès de 46 cadres (évaluateurs) et de leur 152 subal‐ternes (évalués) appuient presque toutes ces conjections. Ces résultats, ainsi que des évidences empiriques récentes, indiquent que les évaluations du rendement à l'aide de l'échelle BOS sont supeérieures à celles observées au moyen des échelles GRS et BARS, en ce qui concerne les effets attitudinaux engendrés (notamment les perceptions quant aux propriétés des objectifs de performance, fixés à l'aide de chacune des trois échelles d'évaluation).

The effects of rating scale formats on several indices of the usefulness of performance appraisal for employee development were examined. The job performance of 96 police officers was rated using simple graphic scales or one of two behaviorally oriented rating formats: behaviorally anchored rating scales (BARS) and behavior observation scales (BOS). As predicted, ratees' satisfaction with performance appraisal was highest and their perceptions of performance goals most favorable when using BOS. In addition, performance improvement goals for officers rated using BOS were judged by experts to be most observable and specific. Contrary to the authors' predictions, graphic rating scales were generally as good as BOS and as good as or better than BARS when evaluated in terms of ratee attitudes and goal characteristics. The results suggest that different behaviorally-oriented rating formats can enhance or inhibit the developmental applications of performance appraisal.