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. / Master of Science
| Identifer | oai:union.ndltd.org:VTETD/oai:vtechworks.lib.vt.edu:10919/41062 |
| Date | 13 February 2009 |
| Creators | Bodo, Bethany J. |
| Contributors | Psychology, Hauenstein, Neil M. A., Foti, Roseanne J., Gustafson, Sigrid B. |
| Publisher | Virginia Tech |
| Source Sets | Virginia Tech Theses and Dissertation |
| Language | English |
| Detected Language | English |
| Type | Thesis, Text |
| Format | vii, 148 leaves, BTD, application/pdf, application/pdf |
| Rights | In Copyright, http://rightsstatements.org/vocab/InC/1.0/ |
| Relation | OCLC# 34923208, LD5655.V855_1996.B636.pdf |
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