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Peer performance appraisal: The impact of appraisal source and purpose, perceptions of supervisor negative inaccuracy, and opportunity to select peer appraisers on appraisee perceptions of procedural fairness
Abstract
Although supervisory performance appraisals are the most common form of performance appraisal in organizations, there are numerous other potential sources of performance appraisal data. One alternate form of performance appraisal which is becoming increasingly popular is peer performance appraisal. There are numerous advantages of peer performance appraisals, however, user acceptability has been problematic. This is the second study which uses procedural justice theory as a framework for studying the acceptability of peer performance appraisals. Procedural justice researchers have found that satisfaction can be derived from the perceived fairness of procedures, and that low outcomes are more palatable if the procedures which led to those outcomes are perceived as fair (Lind & Tyler, 1988). Moreover, procedural justice researchers have also studied aspects of procedures which impact procedural fairness perceptions. This field experiment (using 218 subjects from three organizations) investigated the perceived fairness of the following performance appraisal procedures: (1) supervisor ratings for administrative and developmental purposes; (2) supervisor and peer ratings for administrative and developmental purposes; and, (3) supervisor ratings for administrative and developmental purposes and peer ratings for developmental purposes. Also, the impact of perceived supervisor negative inaccuracy and allowing appraisees to choose some peer appraisers on fairness perceptions was investigated. The manipulations were performed via scenarios. Inasmuch as the supervisor as the only appraiser manipulation may not have been effective, the first research question could not be completely answered. However, the peer manipulations appear to have been effective and there was not a statistically significant difference in the fairness perceptions between those two conditions. Negatively inaccurate supervisors were viewed as less fair than accurate supervisors in the two peer procedures; however, supervisor negative inaccuracy did not differentially impact the fairness perceptions of the two peer procedures. Contrary to expectations, allowing appraisees to choose some of their peer appraisers did not impact fairness perceptions.
Subject Area
Management|Occupational psychology
Recommended Citation
Barclay, Julie E. Houser, "Peer performance appraisal: The impact of appraisal source and purpose, perceptions of supervisor negative inaccuracy, and opportunity to select peer appraisers on appraisee perceptions of procedural fairness" (1997). ETD collection for University of Nebraska-Lincoln. AAI9725107.
https://digitalcommons.unl.edu/dissertations/AAI9725107