Шум. Несовершенство человеческих суждений

368 Руководствуясь имеющимся опытом…: Frank J. Landy and James L. Farr, “Performance Rating”, Psychological Bulletin 87, no. 1 (1980): 72–107.

369 набивая руку на присвоении оценок…: D. J. Woehr and A. I. Huffcutt, “Rater Training for Performance Appraisal: A Quantitative Review”, Journal of Occupational and Organizational Psychology 67 (1994): 189–205; S. G. Roch, D. J. Woehr, V. Mishra, and U. Kieszczynska, “Rater Training Revisited: An Updated Meta-Analytic Review of Frame-of-Reference Training”, Journal of Occupational and Organizational Psychology 85 (2012): 370–395; и M. H. Tsai, S. Wee, and B. Koh, “Restructured Frame-of-Reference Training Improves Rating Accuracy”, Journal of Organizational Behavior (2019): 1–18, doi:10.1002/job.2368.

370 Рис. 18…: Левая секция адаптирована из Richard Goffin and James M. Olson, “Is It All Relative? Comparative Judgments and the Possible Improvement of Self-Ratings and Ratings of Others”, Perspectives on Psychological Science 6, no. 1 (2011): 48–60.

371 большинство исследований…: Roch et al., “Rater Training Revisited”.

372 «звезда»…: Ernest O’Boyle and Herman Aguinis, “The Best and the Rest: Revisiting the Norm of Normality of Individual Performance”, Personnel Psychology 65, no. 1 (2012): 79–119; и Herman Aguinis and Ernest O’Boyle, “Star Performers in Twenty-First Century Organizations”, Personnel Psychology 67, no. 2 (2014): 313–350.

Глава 24

373 большая редкость…: A. I. Huffcutt and S. S. Culbertson, “Interviews”, in S. Zedeck, ed., APA Handbook of Industrial and Organizational Psychology (Washington, DC: American Psychological Association, 2010), 185–203.

374 до некоторой степени полагается на интуитивное суждение…: N. R. Kuncel, D. M. Klieger, and D. S. Ones, “In Hiring, Algorithms Beat Instinct”, Harvard Business Review 92, no. 5 (2014): 32.

375 проблема первостепенной важности…: R. E. Ployhart, N. Schmitt, and N. T. Tippins, “Solving the Supreme Problem: 100 Years of Selection and Recruitment at the Journal of Applied Psychology”, Journal of Applied Psychology 102 (2017): 291–304.

376 Некоторые исследования свидетельствуют…: M. McDaniel, D. Whetzel, F. L. Schmidt, and S. Maurer, “Meta Analysis of the Validity of Employment Interviews”, Journal of Applied Psychology 79 (1994): 599–616; A. Huffcutt and W. Arthur, “Hunter and Hunter (1984) Revisited: Interview Validity for Entry-Level Jobs”, Journal of Applied Psychology 79 (1994): 2; F. L. Schmidt and J. E. Hunter, “The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings”, Psychology Bulletin 124 (1998): 262–274; and F. L. Schmidt and R. D. Zimmerman, “A Counterintuitive Hypothesis About Employment Interview Validity and Some Supporting Evidence”, Journal of Applied Psychology 89 (2004): 553–561. Следует отметить, что достоверность повышается, если рассматривать определенные подразделы исследования, особенно если в нем использовалась специально продуманная рейтинговая система.

377 «объективной неосведомленностью»…: S. Highhouse, “Stubborn Reliance on Intuition and Subjectivity in Employee Selection”, Industrial and Organizational Psychology 1 (2008): 333–342; D. A. Moore, “How to Improve the Accuracy and Reduce the Cost of Personnel Selection”, California Management Review 60 (2017): 8–17.

378 сходный с собеседником культурный уровень…: L. A. Rivera, “Hiring as Cultural Matching: The Case of Elite Professional Service Firms”, American Sociology Review 77 (2012): 999–1022.

379 Корреляция между оценками…: Schmidt and Zimmerman, “Counterintuitive Hypothesis”; Timothy A. Judge, Chad A. Higgins, and Daniel M. Cable, “The Employment Interview: A Review of Recent Research and Recommendations for Future Research”, Human Resource Management Review 10 (2000): 383–406; и A. I. Huffcutt, S. S. Culbertson, and W. S. Weyhrauch, “Employment Interview Reliability: New Meta-Analytic Estimates by Structure and Format”, International Journal of Selection and Assessment 21 (2013): 264–276.