The influence of personality type, social comparison information, and different rating settings on the accuracy and leniency of self-ratings

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. The current study investigated boundary conditions (Type A / B personality type, social comparison information, and public / private rating settings) that might facilitate more accurate, and less lenient self-ratings. Limited support was found for the research hypotheses. A number of theoretical and empirical explanations can be offered to interpret the findings.

Name thesis:degree_name

Master of Science

Level thesis:degree_level

masters

Discipline thesis:degree_discipline

Psychology

Department dc:contributor.department

Psychology

Grantor dc:publisher

Virginia Tech

Year dc:date.issued

1996

Author dc:creator

• Bodo, Bethany J.

Chair dc:contributor.committeechair

• Hauenstein, Neil M. A.

Committee members dc:contributor.committeemember

• Foti, Roseanne J.
• Gustafson, Sigrid B.

• comparison
• self-ratings
• accuracy
• leniency
• personality

Statement dc:rights

• In Copyright

Licence dc:rights.uri

• http://rightsstatements.org/vocab/InC/1.0/

Language dc:language.iso

en

Dc Identifier Other

etd-02132009-171859

OAI identifier oai:identifier

oai:vtechworks.lib.vt.edu:10919/41062