Perception and acceptance of evaluations by supervisors and peers

A survey of 200 employed graduate and undergraduate business students investigated differences in individuals’ acceptance and perceptions about peer evaluation vs. supervisor evaluation. Results showed that, compared to peer evaluations, acceptance of supervisor evaluations is higher, supervisor evaluations are perceived as more accurate and more trusted, supervisors are seen as having more qualifications to evaluate performance and more opportunities to observe performance, and suffer less from friendship bias.     

The moderating influence of job performance dimensions on convergence of supervisory and peer ratings of job performance: unconfounding construct-level convergence and rating difficulty

Meta-analysis was used to cumulate the correlations between supervisor and peer ratings for different dimensions of job performance. The general pattern in the data suggested that raters from the same organizational level disagree as much as raters from different levels. Methods were used to separate the effects of rating difficulty and lack of construct-level convergence on the correlation between supervisor and peer ratings. The authors found complete construct-level convergence for ratings of overall job performance, productivity, effort, job knowledge, quality, and leadership but not for ratings of administrative competence, interpersonal competence, and compliance or acceptance of authority. Higher rating difficulty was more strongly associated with lower mean observed peer-supervisor correlations than were construct-level disagreements between peers and supervisors. Implications for research and practice are discussed.     

Procedural and interpersonal fairness moderate the relationship between outcome fairness and acceptance of merit pay

An organizational field study (N = 257) investigated employees' acceptance of a new merit pay system as involving an assessment of whether merit pay can make their earnings more fair, compared to their earnings in the current, seniority-based pay system. We expected that improvement of unfair earnings, and consequently acceptance of merit pay, is considered likely when existing procedures that produce these earnings are unfair, because merit pay improves such procedures. We also expected improvement of unfair earnings, and increased merit pay acceptance, to be likely when employees anticipate fair performance evaluation in a new system, as indicated by fair interpersonal treatment by their supervisor. Results showed that procedural and interpersonal fairness in the existing pay system indeed moderated the relationship between fairness of current outcomes and merit pay acceptance as predicted. Implications for the introduction of merit pay in organizations and for our understanding of the different roles of procedural and interpersonal fairness in outcome evaluations are discussed.     

Modeling social rejection,physiological arousal,and peer influence on risky driving among adolescents and young adults

Peer passengers are a significant risk factor for young drivers to experience adverse driving outcomes. However, few studies have manipulated social evaluation contexts and individual susceptibilities to peer influence, such as physiological arousal, to measure effects on driving. The current study explored whether social evaluation affects driving outcomes and if the type of evaluation affects perception of peer norms. Young drivers (N = 75) were randomized to control, social acceptance, or social rejection conditions and observed risky or risk-averse driving norms. Results indicated that peer passengers and peer driving norms, regardless of the social-evaluative context, affected variability in driving outcomes, particularly in intersections. Physiological arousal and perceptions of social acceptance also predicted more variability in driving outcomes. These findings suggest that passengers increase irregular driving patterns, perhaps due to passengers distracting young drivers from road conditions. Further, social acceptance increases the strength of the relationship between the presence of peer passengers and inconsistent driving patterns, indicating that social rewards may precede risky behavior more often than social threats do.     

SELF- VERSUS OTHERS' RATINGS AS PREDICTORS OF ASSESSMENT CENTER RATINGS: VALIDATION EVIDENCE FOR 360-DEGREE FEEDBACK PROGRAMS

Although 360-degree feedback programs are rapidly increasing in popularity, few studies have examined how well ratings from these programs predict an independent criterion. This study had 2 main aims: First, to examine the validity of ratings from a 360-degree feedback program using assessment center ratings as an independent criterion and to determine which source (i.e., self, supervisor, peers, or subordinates) provided the most valid predictor of the criterion measure of competency. Second, to better understand the relationship between self-observer discrepancies and an independent criterion. The average of supervisor, peer, and subordinate ratings predicted performance on the assessment center, as did the supervisor ratings alone. The self-ratings were negatively and nonlinearly related to performance with some of those who gave themselves the highest ratings having the lowest performance on the assessment center. Supervisor ratings successfully discriminated between overestimators but were not as successful at discriminating underestimators, suggesting that more modest feedback recipients might be underrated by their supervisors. Peers overestimated performance for poor performers. Explanations of the results and the implications for the use of self-ratings in evaluations, the design of feedback reports, and the use of 360-degree feedback programs for involving and empowering staff are discussed.     

Sex differences in children's discrepant perceptions of peer acceptance

Sex differences in children's play patterns during middle childhood are thought to promote greater awareness of social acceptance among girls compared with boys. The present study posited that girls are more discerning of peer acceptance than are boys; however, these sex differences were predicted to vary depending on how discrepant perceptions were assessed (i.e., inaccuracy versus bias). Additional differences were expected if children perceived acceptance by same- versus opposite-sex peers. Participants were 912 third through fifth graders (420 girls and 492 boys). Consistent with predictions, boys were more inaccurate than girls, but only for perceived acceptance by same-sex peers. As expected, girls were more negatively biased than boys, but only for perceived acceptance by opposite-sex peers. Results did not support the hypothesis that boys have more positively biased perceptions of peer acceptance than girls. Overall, these findings raise important issues regarding the evaluation of children's discrepant self-perceptions of peer acceptance.     

SOCIAL COMPARISON THEORY AND THE EVALUATION OF PEER EVALUATIONS: A REVIEW AND SOME APPLIED IMPLICATIONS

Some of the more fundamental characteristics of peer evaluations were reviewed and their striking industrial validity was noted. Subsequently, the theories put forth to account for the validity of peer evaluations were examined and found to be wanting. A review of the conditions under which peer evaluations yield strong validity coefficients as well as certain factor analytic and experimental studies indicated that social comparison theory might provide a useful framework for elucidating the nature of peer evaluation process. This theory was then related to the characteristics of peer evaluation and certain applied implications were suggested. It was concluded that further empirical research along these lines might have some value.     

Classroom social experiences as predictors of academic performance

A model linking children's peer acceptance in the classroom to academic performance via academic self-concept and internalizing symptoms was tested in a longitudinal study. A sample of 248 children was followed from 4th to 6th grade, with data collected from different informants in each year of the study to reduce respondent bias. A path analysis supported the model; a lack of peer acceptance in the classroom in 4th grade predicted lower academic self-concept and more internalizing symptoms the following year, which in turn, predicted lower academic performance in 6th grade. An alternative path with internalizing symptoms predicting declines in peer acceptance was tested and received some support as well. Implications of the findings for schools are discussed.     

胜任特征模型评价的一致性研究

本研究通过比较评价者内部和评价者之间对军事指挥院校学员胜任特征评价的一致性,探讨应用胜任特征模型进行评价时,其评价结果的一致性问题。结果表明：(1)应用胜任特征模型进行评价时,来自同一个评价源的评价者之间和来自不同评价源的评价者之间均具有较好的评价一致性;(2)同事评价者之间对胜任特征评价的一致性高于上级评价者之间评价的一致性;(3)评价者内部一致性越高,并不能改善评价者间的一致性;(4)胜任特征模型在不同的情景中应用时具有较好的稳定性。     

Consistency of supervisor and peer ratings of assessment interviews conducted by psychology trainees

Observation of counsellor skills through a one-way mirror, video or audio recording followed by supervisors and peers feedback is common in counsellor training. The nature and extent of agreement between supervisor–peer dyads are unclear. Using a standard scale, supervisors and peers rated 32 interviews by psychology trainees observed through a one-way mirror. Results indicated that peers and supervisors used similar dimensions to cluster the various competencies. Peers rated counsellor performance more positively for general counselling skills, but not for specialised techniques. Analyses revealed good supervisor–peer agreement for some items and poor agreement on others, with some differences being unacceptably large. The study has important implications for how feedback involving supervisors and peers might be managed and for peer supervision models.     

Same‐gender supervisors protect women's leadership aspirations after negative performance feedback

Two studies examined how the gender of a workplace supervisor can affect a woman's response to performance evaluations and also her professional advancement aspirations. In Study 1, employed women reviewed a performance evaluation in which feedback was manipulated to reflect one of two stereotypes of women (high in warmth or low in competence). Findings showed that participants were more likely to attribute negative (i.e., low competence) feedback from men supervisors to gender biases than the same feedback from women supervisors. There was no effect of supervisor gender when the feedback was positive (i.e., high warmth) or neutral. In Study 2, negative feedback from men supervisors, regardless of evaluative dimension (competence or warmth) resulted in women reporting decreased professional aspirations. This relationship was mediated by women's attribution of supervisor feedback to gender biases. Together, these findings suggest that same‐gender supervisors can potentially buffer women's long term professional aspirations after a discouraging performance review.     

Anger and Gender Effects in Observed Supervisor-Subordinate Dyadic Interactions

This study investigates the effects of a supervisor's anger and supervisor's and subordinate's gender on evaluations made by observers of interacting supervisor-subordinate dyads. In a laboratory experiment, 370 undergraduates viewed one of eight video-tapes representing the conditions of the 2 (gender of supervisor) × 2 (gender of subordinate) × 2 (presence or absence of anger) design and then completed evaluations of the supervisor and the subordinate. A field study using 265 employees from three organizations replicated the laboratory results. In spite of constant dialogue in the interactions across all eight conditions, supervisors expressing anger were rated lower and female supervisors were rated higher by observers. Subordinates were rated higher when interacting with an angry supervisor and when interacting with a male supervisor. Main effects of supervisor's gender may reflect over-evaluation of unexpected, albeit average, performance. The joint supervisor and subordinate effects are interpreted as reflecting a dyadic rating effect in which high ratings assigned to one member of the dyad are accompanied by lower ratings assigned to the other member.     

Reactions of male subordinates to the sex-role congruency of immediate supervision

Male subjects (N=90) worked under supervision for two hours. A 2×2×2 factorial design was employed so that the supervisor was male or female, autocratic or democratic, and possessed a sex-role congruent or incongruent job title. The hypotheses were supported in part: For female supervision only, the more traditionally incongruent the situation, the more unfavorable were the reactions elicited. This finding was true, however, only for subordinates' verbal comments and not for their task performance or written evaluation of the supervisor. Discussion of the specific hypotheses is provided and an alternate explanation concerning the supervisors' alleged prior experience is offered. A more dynamic approach to the study of leader—subordinate relationships — especially in light of the implications for acceptance of female supervision offered by this study — is advocated.     

USER ACCEPTANCE OF PEER APPRAISALS IN AN INDUSTRIAL SETTING

A survey of 218 industrial employees who had used a peer evaluation system for over a year found a higher degree of user acceptance than that reported in previous research. Users were significantly more favorable in their attitudes toward peer appraisals when the appraisals were used for developmental rather than evaluative purposes. Favorable user reactions were positively associated with the satisfaction that employees expressed with prior peer ratings and with the amount of leniency perceived in the peer rating process. User reactions were negatively associated with perceived friendship bias and years of company experience. No relationship was found between peer or self-ratings of performance and reactions to the peer appraisal process.     

Group performance and interpersonal evaluations as determinants of egotistical attributions in groups1

Group members often try to claim personal credit for the successes of their group while avoiding blame for group failures. Two experiments examined the effects of evaluations from their fellows on such egotism in groups. In Experiment 1, 96 subjects participated in four-person, problem-solving groups, and, after completing the group tasks, rated the competency and worth of each of the other group members. Subjects then received bogus written feedback indicating that the group had either succeeded or failed, and that the other members had considered them: (a) the most competent member of the group, (b) the least competent, or (c) of average competence. Group performance and personal evaluations interacted in influencing subjects' perceptions of their personal performances, relative responsibility for the group performance, and potency within the group, generally supporting predictions derived from self-esteem and equity theory. Subjects claimed more responsibility for success than for failure only when they were favorably evaluated by their peers, and claimed the least responsibility for group success when they were unfavorably evaluated. The latter acceptance of negative peer evaluations was examined in Experiment 2, which manipulated the consensus of the evaluations given 76 high or low self-esteem subjects. Regardless of their self-esteem or the consensus of the evaluations, subjects again seemed to accept unfavorable evaluations. High self-esteem subjects did, though, rate their personal performance and relative responsibility higher than low self-esteem subjects.     

Individual and Group Meaning: Exploring the Reciprocal Relation

Abstract

Group construct systems were defined through application of a group construct grid that elicited types of groups in which an individual had participated or closely observed. The Group Grid was administered at the beginning and the end of a 4-month graduate class. The meanings of groups to participants were interpreted by examining changes in Group Grids over time and in relation to high and low levels of group performance. The meaning of individuals to the group was assessed by peer evaluations given at the end of the project. High and low levels of peer evaluation were then predicted by an individual's Group Grid measures. The most consistent findings were that greater variation in application regarding types of groups and characteristics about groups showed strong associations with both high levels of group performance and high levels of peer evaluation. Suggestions are given for future research     

Effects of expectations about evaluation and peer recommendations on students' ratings

Previous research on consumer satisfaction suggests that the anticipation of providing a later evaluation leads to more negative appraisals. Within the context of higher education, the current experiment focused on the evaluation of a presentation and its presenter. College students (35 men, 59 women) were randomly assigned to six conditions regarding evaluative expectations and peer recommendations. Students watched a brief video of a lecture on an educational topic and then evaluated the speaker and presentation. Anticipation of providing evaluations did not influence the subsequent evaluations; however, peers' positive recommendations led to more positive evaluations whereas negative recommendations led to more negative evaluations.     

Sex Differences In Response To Evaluative Feedback: A Field Study

We investigated sex differences in response to evaluative feedback among bank employees who were going through the annual performance evaluation process. Questionnaires were mailed to employees before and after they had their face–to–face evaluation with their supervisor. Women and men received similar evaluation scores. Men's self–esteem was relatively unaffected by the nature of the feedback, whereas women's self–esteem slightly improved after positive feedback and substantially dropped after negative feedback. After the evaluations, women reported greater intentions to change their behavior based on the evaluation. However, this finding was accounted for by men's higher job status relative to women. The findings for self–esteem were partly explained by women's greater agreement with the feedback compared to men. Future research should explore how the nature of the supervisee–supervisor relationship influences how women and men respond to feedback.     

Perceived competence and impression management: Testing the mediating and moderating mechanisms

Using a diverse and unique sample of triads (N = 191 self, peer, and supervisor reports) from a field survey of two service sector organisations, this study examined the effects of perceived competence (self‐reported) and supervisor‐rated performance ratings on peer‐rated impression management. The study also tested the mediating role of performance in competence–impression management relationships and the moderating role of job satisfaction (self‐reported) in performance–impression management relationships using bootstrapping techniques. The study further examined the conditional indirect effects (i.e., moderated mediation) of perceived competence on impression management. The sample consisted of white collar employees from a government organisation and a leading cellular company in a developing country (i.e., Pakistan). Employees with low perceived competence were more likely to use impression management tactics than were those with high perceived competence. Similarly, poor performance ratings produced high impression management. Moreover, performance mediated the relationship between competence and impression management. The findings also suggest that perceived competence has a negative indirect effect on impression management for those with high levels of job satisfaction. Finally, impression management was highest when performance and satisfaction were low.     

Effects of Message Valence,Communicator Credibility,and Source Anonymity on Reactions to Peer Feedback

Abstract

Three possible determinants of subordinates' intended performance and affective reactions to simulated peer feedback received via superiors in an American context were examined. Valence of feedback, credibility of supervisor, and anonymity or identity of peer sources of feedback were manipulated in a 2 × 2 × 2 design. Subjects responded to two scenarios depicting a superior relating peer feedback to a subordinate. The results indicated that feedback valence had a strong effect on both dependent measures. Contrary to expectations, neither supervisor credibility nor anonymity of source interacted significantly with valence. Credibility and anonymity did significantly interact with each other when male and female subjects were separately analyzed.