{"id":{"repo_id":"ohiolink","oai_identifier":"oai:etd.ohiolink.edu:wright1357927094"},"canonical_url":"https://search.dev.ndltd.org/etd/ohiolink/oai:etd.ohiolink.edu:wright1357927094","repository":{"repo_id":"ohiolink","name":"OhioLINK","base_url":"https://etd.ohiolink.edu/acprod/odb_etd/ws/oai/oai"},"display":{"title":"Minority Bias in Supervisor Ratings: Comparing Subjective Ratings and Objective Measures of Job Performance","abstract":"Supervisor ratings of job performance and objective sales performance were examined to better understand the causes of observed differences in performance ratings between Men and Women and Caucasians and African-Americans. Sex and race did not significantly predict subjective ratings of job performance. Ratee sex and race accounted for less than 2% of the variance in subjective ratings of ratee job performance. However, it was found that Women performed significantly lower than Men, but the difference disappeared when women comprised greater than 30% of the workforce, suggesting a real difference in performance. No tokenism effect was found for Women or racial minorities. Non-significant effects were found for the direct effects of race and sex, as well as sex congruency between rater and ratee.","abstract_html":"Supervisor ratings of job performance and objective sales performance were examined to better understand the causes of observed differences in performance ratings between Men and Women and Caucasians and African-Americans. Sex and race did not significantly predict subjective ratings of job performance. Ratee sex and race accounted for less than 2% of the variance in subjective ratings of ratee job performance. However, it was found that Women performed significantly lower than Men, but the difference disappeared when women comprised greater than 30% of the workforce, suggesting a real difference in performance. No tokenism effect was found for Women or racial minorities. Non-significant effects were found for the direct effects of race and sex, as well as sex congruency between rater and ratee.","abstract_has_math":false,"creators":["Hernandez, William"],"institution":"Wright State University","degree_name":"Master of Science (MS)","degree_level":"masters","degree_discipline":"Human Factors and Industrial/Organizational Psychology MS","degree_department":null,"school":null,"contributors":["Miller, Corey"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2012,"date_issued":"2012","date_published":"2012","updated_at":"2026-07-24T03:36:39Z","subjects":["Behavioral Psychology","Behavioral Sciences","Psychology","Performance Ratings","Objective Performance","Job Performance","Bias","Race","Gender","Subjective Performance"],"languages":["English"],"rights":["unrestricted","This thesis or dissertation is protected by copyright: all rights reserved. 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However, it was found that Women performed significantly lower than Men, but the difference disappeared when women comprised greater than 30% of the workforce, suggesting a real difference in performance. No tokenism effect was found for Women or racial minorities. Non-significant effects were found for the direct effects of race and sex, as well as sex congruency between rater and ratee."],"dc:format":["application/pdf","p.58","519. KB"],"dc:identifier":["http://rave.ohiolink.edu/etdc/view?acc_num=wright1357927094"],"dc:language":["English"],"dc:publisher":["Wright State University / OhioLINK"],"dc:rights":["unrestricted","This thesis or dissertation is protected by copyright: all rights reserved. It may not be copied or redistributed beyond the terms of applicable copyright laws."],"dc:subject":["Behavioral Psychology","Behavioral Sciences","Psychology","Performance Ratings","Objective Performance","Job Performance","Bias","Race","Gender","Subjective Performance"],"dc:title":["Minority Bias in Supervisor Ratings: Comparing Subjective Ratings and Objective Measures of Job Performance"],"dc:type":["Electronic Thesis or Dissertation"],"thesis:degree_discipline":["Human Factors and Industrial/Organizational Psychology MS"],"thesis:degree_level":["masters"],"thesis:degree_name":["Master of Science (MS)"],"thesis:institution_name":["Wright State University"]},"updated_at":"2026-07-24T03:36:39Z"}