英语翻译Rater and rate behaviorRater and ratee behaviors include the conveyance of a performance evaluation,and the attitudinal,cognitive,and behavioralresponses of the ratee (Levy & Williams,2004).Frink et al.(2008) referred to process proximal

英语翻译Rater and rate behaviorRater and ratee behaviors include the conveyance of a performance evaluation,and the attitudinal,cognitive,and behavioralresponses of the ratee (Levy & Williams,2004).Frink et al.(2008) referred to process proximal
英语翻译
Rater and rate behavior
Rater and ratee behaviors include the conveyance of a performance evaluation,and the attitudinal,cognitive,and behavioral
responses of the ratee (Levy & Williams,2004).Frink et al.(2008) referred to process proximal variables as the experience of
accountability (emphasis added).This process describes the communication of performance perceptions between rater(s) and
ratees.The process results in positive or negative outcomes for ratees,which have significant affective ramifications (e.g.,Hareli &
Rafaeli,in press; Weiss & Cropanzano,1996).
Specifically,we have argued that positive or negative outcomes of performance evaluation may modify an individual's
relationship and role within the organization through an emotional reaction.Frink et al.(2008) also argued that performance
evaluations modify resource distributions within an organization,either enhancing or reducing the effectiveness,reputation,and
psychological well-being of the worker.Thus,the application of these theories provides the explanatory mechanism through
which performance evaluation outcomes may be understood.
Levy and Williams (2004) argued that performance evaluation effectiveness functions on the basis of its accuracy,freedom from
error and bias,and constructive reaction from both the rater and ratee.Based on the theory reviewed,we would suggest these
outcomes are best understood using a theoretical application of accountability and affect frameworks.Furthermore,there are
advantages that accrue from application of existing theory to performance evaluation.
For example,the Frink et al.(2008) meso-level theory explicitly categorizes features of the performance evaluation process so
that replication and extension can be facilitated.For example,a study evaluating an annual formal performance evaluation of one
individual by a human resource officer would not necessarily compare to a study evaluating weekly informal performance
evaluations between supervisors and their subordinates.Thus,additional specificity logically enhances the progress of research,
and allows for more accurate application in practice.It is our hope that the use of these theoretical frameworks will stimulate more
compelling research into the social and relationship context of performance evaluation.
如果嫌多,可以只翻译前几个句子.

英语翻译Rater and rate behaviorRater and ratee behaviors include the conveyance of a performance evaluation,and the attitudinal,cognitive,and behavioralresponses of the ratee (Levy & Williams,2004).Frink et al.(2008) referred to process proximal
评定和利率的行为
评定和ratee行为包括运输工具的性能评价,态度,认知,行为
答复ratee （利维和威廉姆斯,2004年） .Frink等.（ 2008年）提到近端变数进程的经验
问责制（加强语气） .这个过程说明了通信的性能评定之间的看法（ s ）和
ratees .这一过程的结果积极或消极的结果ratees ,其中有重大影响的影响（例如,Hareli ＆
拉发里,在新闻发布会;魏斯＆ Cropanzano ,1996年） .
具体来说,我们认为,积极或消极的结果的绩效评价可以修改个人的
关系和作用在本组织内通过情绪反应.Frink等.（ 2008年）也认为,业绩
评价修改资源分布在一个组织,无论是提高或减少的效益,声誉,
心理福祉的工人.因此,应用这些理论提供了解释机制,通过
其中绩效评估的结果可以理解.
利维和威廉姆斯（ 2004 ）认为,绩效评价的职能成效的基础上,其准确性,免于
错误和偏差,和建设性的反应都评定和ratee .基于理论进行审查,我们建议这些
结果是最好的理解用理论应用的问责制和影响框架.此外,还有
累积的优势,从应用现有的理论,以绩效评价.
例如,Frink等.（ 2008年）中间层次的理论明确分类特征的业绩评价过程,以便
复制和推广可提供便利.例如,一份研究报告评估的年度正式绩效评价的一个
个别的人力资源人员不一定会比较评价研究每周非正式业绩
评价之间的主管人员和其下属.因此,更多的特异性增强逻辑的研究进展,
并允许更精确的在实践中的应用.我们希望利用这些理论框架,将刺激更多的
引人注目的研究和社会关系方面的绩效评价.