Minority Bias in Supervisor Ratings: Comparing Subjective Ratings and Objective Measures of Job Performance

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.

Name thesis:degree_name

Master of Science (MS)

Level thesis:degree_level

masters

Discipline thesis:degree_discipline

Human Factors and Industrial/Organizational Psychology MS

Grantor dc:publisher

Wright State University

Year dc:date

2012

Author dc:creator

• Hernandez, William

Contributors dc:contributor

• Miller, Corey

• Behavioral Psychology
• Behavioral Sciences
• Psychology
• Performance Ratings
• Objective Performance
• Job Performance
• Bias
• Race
• Gender
• Subjective Performance

Statement 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.

Language dc:language

English

Repository record dc:identifier

http://rave.ohiolink.edu/etdc/view?acc_num=wright1357927094

OAI identifier oai:identifier

oai:etd.ohiolink.edu:wright1357927094