Reducing the performance-cue bias in work behavior ratings: can groups help?

Full Abstract

The authors examined whether the performance-cue bias can be reduced by relying on groups as raters. Study participants (N = 333) were provided with feedback regarding the performance of a workgroup and, after observing the group, assigned to an individual or group rater condition to complete a behavioral rating instrument. Results revealed that when provided with positive (vs. negative) feedback, individuals attributed more effective and fewer ineffective behaviors to the workgroup; however, group ratings were unaffected by the feedback. In addition, feedback biased the decision criteria and false alarm rates of individuals but not of groups. Discussion of when groups may attenuate versus amplify bias in performance appraisal judgments emphasizes 2 key elements-bias magnitude and task perception.

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Author information

Author/s: Martell, Richard F (RF); Leavitt, Keith N (KN);

Affiliation: Department of Psychology, Montana State University, Bozeman 59717-3440, USA. martell(-atsign-)montana.edu

Journal and publication information

Publication Type: Evaluation Studies; Journal Article

Journal: The Journal of applied psychology (J Appl Psychol), published in United States. (Language: eng)

Reference: 2002-Dec; vol 87 (issue 6) : pp 1032-41

Dates: Created 2003/01/31; Completed 2003/03/03; Revised 2004/11/17;

PMID: 12558211, status: MEDLINE (last retrieval date: 11/6/2008)

Sourced from the National Library of Medicine. Abstract text and other information may be subject to copyright.

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