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

Abstract

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.

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Document Details

Document Type
Technical Report
Publication Date
Mar 01, 1983
Accession Number
ADA128684

Entities

People

  • Janet L. Barnes-farrell
  • Karen A. Couture

Organizations

  • Purdue University

Tags

Communities of Interest

  • Human Systems

DTIC Thesaurus Topics

  • Analysis Of Variance
  • Behavioral Sciences
  • Business Administration
  • Human Resources
  • Military Personnel
  • Military Research
  • Naval Air Stations
  • Naval Operations
  • Naval Personnel
  • Performance Appraisals
  • Personnel Management
  • Political Science
  • Psychology
  • Resource Management
  • Schools
  • Students
  • Training

Fields of Study

  • Psychology

Readers

  • Instructional Design and Training Evaluation.
  • Military Engineering.