Subjective performance appraisal and inequality aversion
Making use of a subjective performance appraisal system, it is a well-established fact that many supervisors tend to assess the employees too good (leniency bias) and that the appraisals hardly vary across employees of a certain supervisor (centrality bias). We explain these two biases in a simple theoretical model and discuss determinants of the size of the biases.
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Volume (Year): 44 (2012)
Issue (Month): 17 (June)
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