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Self-appraisal and perceptions of the appraisal discussion: A field experiment
Journal of Organizational Behavior (1993)
  • Margaret Diddams, Seattle Pacific University
  • Loriann Roberson
  • Steven Torkel
  • Doug Klein
  • Audrey Korsgaard
  • Maurice Cayer

Performance evaluation based on self-appraisal has been widely advocated because of its potential for increasing the effectiveness of the performance appraisal discussion. A field experiment was conducted to assess the effects of a formal 'both-rate' self appraisal (where both manager and subordinate independently complete appraisals before the discussion) on perceptions of ratee and rater behaviors and outcomes. One hundred fifty-one ratees and 81 raters randomly assigned to self-appraisal and control groups participated in the study. Results indicated that the self-appraisal treatment had no main effects on ratee perceptions of their contributions to the discussion or satisfaction with the appraisal. Self-appraising ratees perceived less influence over the appraisal discussion, and less agreement with their manager's rating than did non-self appraisers. However, informal self-appraisal behavior was significantly and positively correlated with most dependent variables. Results suggest major differences between formal and informal self-appraisal which warrant future research.

Publication Date
Spring March, 1993
Citation Information
Margaret Diddams, Loriann Roberson, Steven Torkel, Doug Klein, et al.. "Self-appraisal and perceptions of the appraisal discussion: A field experiment" Journal of Organizational Behavior Vol. 14 Iss. 2 (1993)
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