Social Ties and Subjective Performance Evaluations: An Empirical Investigation
AbstractWe empirically investigate possible distortions in subjective performance evaluations. A key hypothesis is that evaluations are more upward biased the closer the social ties between supervisor and appraised employee. We test this hypothesis with a company data set from a call center organization which contains not only subjective assessments but also several more objective measures of performance. Controlling for these performance measures, we find strong evidence that evaluations are upwards biased in smaller teams and some evidence that supervisors give better ratings to employees they themselves have evaluated before.
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Bibliographic InfoPaper provided by Institute for the Study of Labor (IZA) in its series IZA Discussion Papers with number 4913.
Length: 26 pages
Date of creation: Apr 2010
Date of revision:
Publication status: published in: Review of Managerial Science, 2013, 7 (2), 141-157
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Find related papers by JEL classification:
- D03 - Microeconomics - - General - - - Behavioral Microeconomics; Underlying Principles
- M52 - Business Administration and Business Economics; Marketing; Accounting - - Personnel Economics - - - Compensation and Compensation Methods and Their Effects
This paper has been announced in the following NEP Reports:
- NEP-ALL-2010-05-08 (All new papers)
- NEP-CBE-2010-05-08 (Cognitive & Behavioural Economics)
- NEP-LAB-2010-05-08 (Labour Economics)
- NEP-SOC-2010-05-08 (Social Norms & Social Capital)
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