I present the results of two studies designed to explore how Expectation Violation Theory may explain biases in performance ratings. Study 1 examines how pre-hire information biases on-the-job ratings of task performance. Study 2 replicates the findings of Study 1 for on-the-job ratings of OCB performance. Results of these studies suggest that expectations violations do occur when on-the-job performance is either higher or lower than suggested by pre-hire information. However, first impressions of the employee appear to bias performance ratings of both task and OCB performance rather than expectation violations. Findings suggest applicants that make positive first impressions are rated higher on both OCB and task performance than equivalently performing co-workers who make less favorable first impressions.
| Identifer | oai:union.ndltd.org:USF/oai:scholarcommons.usf.edu:etd-7790 |
| Date | 04 November 2016 |
| Creators | Telford, Britany |
| Publisher | Scholar Commons |
| Source Sets | University of South Flordia |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | Graduate Theses and Dissertations |
| Rights | default |
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