{"id":{"repo_id":"vt","oai_identifier":"oai:vtechworks.lib.vt.edu:10919/41062"},"canonical_url":"https://search.dev.ndltd.org/etd/vt/oai:vtechworks.lib.vt.edu:10919/41062","repository":{"repo_id":"vt","name":"Virginia Tech","base_url":"https://vtechworks.lib.vt.edu/oai/request"},"display":{"title":"The influence of personality type, social comparison information, and different rating settings on the accuracy and leniency of self-ratings","abstract":"Self-ratings of work performance have been investigated by researchers for a number of years. Previous research has shown that self-ratings are often lenient, inaccurate, and lack convergence with other performance measures. However, self-ratings are less likely to produce a halo effect when compared to other performance appraisal measures. Further, it has been suggested that the inclusion of self-ratings may decrease an employee's defensiveness in the appraisal system. 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