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An analysis of bias in supervisor narrative comments in performance appraisal

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An analysis of bias in supervisor narrative comments in performance appraisal. / Wilson, Kathlyn.

In: Human Relations, Vol. 63, No. 12, 2010, p. 1903-1933.

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@article{e4fec5a931ba47799763c2b9fedae3e6,
title = "An analysis of bias in supervisor narrative comments in performance appraisal",
abstract = "This study explored supervisors{\textquoteright} explanations for performance ratings assigned to subordinates. It was suggested that supervisors may emphasize a different set of factors across groups in arriving at an overall evaluation that would reflect different implicit theories of performance for different ethnic groups. Operationally, these differences were predicted to be reflected as differences across groups in the factors cited by supervisors in justifying their performance ratings of subordinates. The study also examined the consistency between these assigned ratings and the written justifications. Using a sample of bank staff, supervisors{\textquoteright} written summaries of subordinate performance were content analyzed to identify the types of comments made across groups and the match or mismatch with overall ratings. Hypotheses received partial support.The results are interpreted in light of the literature on group differences in performance ratings, and implications for future research and practice are discussed.",
author = "Kathlyn Wilson",
year = "2010",
language = "English",
volume = "63",
pages = "1903--1933",
journal = "Human Relations",
issn = "0018-7267",
publisher = "SAGE Publications Ltd",
number = "12",

}

RIS

TY - JOUR

T1 - An analysis of bias in supervisor narrative comments in performance appraisal

AU - Wilson, Kathlyn

PY - 2010

Y1 - 2010

N2 - This study explored supervisors’ explanations for performance ratings assigned to subordinates. It was suggested that supervisors may emphasize a different set of factors across groups in arriving at an overall evaluation that would reflect different implicit theories of performance for different ethnic groups. Operationally, these differences were predicted to be reflected as differences across groups in the factors cited by supervisors in justifying their performance ratings of subordinates. The study also examined the consistency between these assigned ratings and the written justifications. Using a sample of bank staff, supervisors’ written summaries of subordinate performance were content analyzed to identify the types of comments made across groups and the match or mismatch with overall ratings. Hypotheses received partial support.The results are interpreted in light of the literature on group differences in performance ratings, and implications for future research and practice are discussed.

AB - This study explored supervisors’ explanations for performance ratings assigned to subordinates. It was suggested that supervisors may emphasize a different set of factors across groups in arriving at an overall evaluation that would reflect different implicit theories of performance for different ethnic groups. Operationally, these differences were predicted to be reflected as differences across groups in the factors cited by supervisors in justifying their performance ratings of subordinates. The study also examined the consistency between these assigned ratings and the written justifications. Using a sample of bank staff, supervisors’ written summaries of subordinate performance were content analyzed to identify the types of comments made across groups and the match or mismatch with overall ratings. Hypotheses received partial support.The results are interpreted in light of the literature on group differences in performance ratings, and implications for future research and practice are discussed.

M3 - Article

VL - 63

SP - 1903

EP - 1933

JO - Human Relations

JF - Human Relations

SN - 0018-7267

IS - 12

ER -