간호 관리자의 성격특성과 인사고과 오류와의 관계

The Relationship Between Personality Traitors of Nurse Managers and Performance Appraisal Bias

Purpose: The purpose of this study was to identify the relationship between personality traitors of nurse managers and performance appraisal bias. Method: The data were collected by self-rating questionnaires to 27 nurse managers and performance rating data. Descriptive statistics, Pearson correlation coefficient, t-test, ANOVA, and Scheffé test with SAS package were used for data analysis. Results: The total mean score for personality traitors of nurse managers was 3.38(±.41), with scores for subcategories as follows: conscientiousness 4.04(±.73), agreeable 3.77(±.66), openness 3.56(±.65), extraversion 3.48(±.70), neuroticism 2.04(±.82). Neuroticism, extraversion, and agreeable of personality traitors perceived by nurse managers were positively related to leniency effect. Conscientiousness and openness of personality traitors were negatively related to leniency effect and all of that had no statistically significant relationship. Personality traitors perceived by nurse managers were negatively related to central tendency and all of thathad no statistically significant relationship. Conclusion: This study found that personality traitors of nurse managers had no correlation with performance appraisal bias. But these findings showed that personality traitors of nurse managers is an important factor which can affect the performance appraisal bias.