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Compared ratings derived from behavioral expectation scales developed by 147 personnel management students with ratings based on graphic rating scales. The ratees were 4 college professors, and the raters were the 183 students in their classes. The behaviorally anchored scales resulted in less halo error, or alternatively, more independence in ratings of different dimensions of performance. The behaviorally anchored scales did not correct for leniency in ratings. These results were observed both among raters who participated in developing the behavioral expectation scales and among similar raters who did not take part in this process. The factor structures of the 2 rating formats were essentially equivalent in "cleanness." Neither solution was judged superior to the other. However, the behavioral expectation scale format possessed greater discriminant validity.
Keaveny et al. (Mon,) studied this question.