The effects of purpose of appraisal and individual differences in stereotypes of women on sex differences in performance ratings: a laboratory and field study

Article Abstract:

We investigated the effects of purpose of appraisal and individual differences in stereotypes of women on the evaluations of male and female ratees in two studies. In Study 1, 52 female and 51 male undergraduate students with traditional or nontraditional stereotypes of women evaluated written vignettes of either male or female ratees. Raters were informed that their evaluations would be used for scale development (experimental purposes) or for merit pay and promotion decisions (administrative decisions). Analyses revealed that female ratees were evaluated less accurately by raters with traditional stereotypes of women than by raters with nontraditional stereotypes of women. Such differences occurred, however, only when appraisals were made for administrative decisions. In Study 2, 810 raters with traditional or nontraditional stereotypes of women evaluated the teaching effectiveness of eight male and six female professors. Analyses indicated that women were evaluated more favorably by raters with nontraditional stereotypes of women then by raters with traditional stereotypes of women. Implications of the findings for sex differences in appraisal, future research, and organizational effectiveness are discussed. (Reprinted by permission of the publisher.)

Stereotype (Psychology), Stereotypes (Psychology)

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Influence of halo error on appraisal effectiveness: a conceptual and empirical reconsideration

Article Abstract:

We examined a number of gaps and weaknesses in the rater error-accuracy literature and drew some conclusions about the usefulness of this line of inquiry, given the current nature of the measures and the current state of our theories. We argued that in prior work in this area, particularly with respect to the question of halo error, the implication of alternative measures of halo or accuracy has not been considered in sufficient detail. We demonstrate that, conceptually, variance and correlational forms of halo and accuracy may yield identical, corresponding, or widely divergent results. Empirical evidence is then used to illustrate how results that appear counterintuitive, as have been reported in other studies, can often be explained as a necessary outcome, given the construction of the halo and accuracy measures. Finally, we offer a direct test of the notion that halo can be controlled statistically. We find that even when halo has been shown to have the expected effect on accuracy, statistically controlling for this influence does not improve rating validity. (Reprinted by permission of the publisher.)

Human resource management, Management research, Psychology, Applied, Applied psychology

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Affect and appraisal accuracy: liking as an integral dimension in evaluating performance

Article Abstract:

Affect, such as liking for a ratee, may adversely influence the accuracy of performance ratings. This investigation directly tested the possibility that liking may influence rating accuracy by operating as an integral dimension. Student raters evaluated vignettes of professors. Liking was manipulated with trait terms that engendered different liking levels but had little implication for professor performance. The significant effect on rating accuracy indicates that liking is an integral dimension, that is, a dimension difficult to separate from performance dimensions. The results support the potential importance of affect in appraisal and implications for appraisal and future research on affect are discussed. (Reprinted by permission of the publisher.)

Evaluation, Industrial psychology, Industrial-organizational psychology

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