Effects of Rating Purpose and Rater Self-Esteem on Performance Ratings.

摘要

The influences of intended rating purpose (administrative vs. employee counseling) and rater self-esteem on ratings of employee performance were examined in a laboratory study, using a 2x2 analysis of variance design. Results indicate that low self-esteem raters assign significantly higher performance ratings when performance appraisal information will be used to make administrative decisions than when performance ratings will be used to provide employees with performance feedback and counseling. In addition, rater self-esteem and rating purpose affected raters' perceptions of the quality of their evaluations. Implications and alternative interpretations of the data are discussed.