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The performance of performance appraisal systems: understanding the linkage between appraisal structure and appraisal discrimination complaints
Employee perceptions of the fairness of performance evaluations are critical to the success of any appraisal system. Research on performance management includes extensive studies on how bias emerges in the appraisal process. Despite this, there is no empirical evidence linking formal discrimination...
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Published in: | International journal of human resource management 2020-08, Vol.31 (15), p.1938-1957 |
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Language: | English |
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container_end_page | 1957 |
container_issue | 15 |
container_start_page | 1938 |
container_title | International journal of human resource management |
container_volume | 31 |
creator | Rubin, Ellen V. Edwards, Amani |
description | Employee perceptions of the fairness of performance evaluations are critical to the success of any appraisal system. Research on performance management includes extensive studies on how bias emerges in the appraisal process. Despite this, there is no empirical evidence linking formal discrimination complaint filings - a key measure of bias - and performance appraisals. To close this gap, we conduct an empirical analysis using information on appraisal systems and discrimination complaints from the US federal government. Our findings suggest that agencies with better-designed appraisal systems will experience higher appraisal-related discrimination complaints, contrary to expectations. In particular, an expansion of training and voice opportunities are associated with an increase in appraisal discrimination complaints, while increased differentiation between performers is not consistently associated with complaints. For managers struggling with performance management, it may be better to spend time on improving performance-focused interpersonal communication rather than redesigning appraisal systems. |
doi_str_mv | 10.1080/09585192.2018.1424015 |
format | article |
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Research on performance management includes extensive studies on how bias emerges in the appraisal process. Despite this, there is no empirical evidence linking formal discrimination complaint filings - a key measure of bias - and performance appraisals. To close this gap, we conduct an empirical analysis using information on appraisal systems and discrimination complaints from the US federal government. Our findings suggest that agencies with better-designed appraisal systems will experience higher appraisal-related discrimination complaints, contrary to expectations. In particular, an expansion of training and voice opportunities are associated with an increase in appraisal discrimination complaints, while increased differentiation between performers is not consistently associated with complaints. For managers struggling with performance management, it may be better to spend time on improving performance-focused interpersonal communication rather than redesigning appraisal systems.</description><subject>Appraisal</subject><subject>Bias</subject><subject>Complaints</subject><subject>Differentiation</subject><subject>Discrimination</subject><subject>forced distribution rating systems</subject><subject>Human resource management</subject><subject>Interpersonal communication</subject><subject>Performance appraisal</subject><subject>Performance management</subject><issn>0958-5192</issn><issn>1466-4399</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2020</creationdate><recordtype>article</recordtype><sourceid>8BJ</sourceid><recordid>eNp9kN1KAzEQhYMoWH8eQVjwemuym2Q3XinFPxC80eswzSY1dZusSZbSp_CVTa2C3ng1zHDOmZkPoTOCpwS3-AIL1jIiqmmFSTsltKKYsD00IZTzktZC7KPJVlNuRYfoKMYlxqRmbTtBH8-vuhh0MD6swCldePOnhWEIYCP0RdzEpFfxshhdp0NM4DrrFkXK_t66N1joYq7TWmv325TCqNIYcpDrfs07G1WwK-sgWe8K5VdDD9aleIIODPRRn37XY_Rye_M8uy8fn-4eZtePpaoFS6UBPK_zE9Aozvhc4YoyRRtieGNwQ7litCNEtA2vRGNAA8loQLeaGtyC0vUxOt_lDsG_jzomufRjcHmlrGjNG0EEJ1nFdioVfIxBGznkqyFsJMFyy17-sJdb9vKbffZd7XzWfZFc-9B3MsGm98GEDNZGWf8f8QkyG48k</recordid><startdate>20200821</startdate><enddate>20200821</enddate><creator>Rubin, Ellen V.</creator><creator>Edwards, Amani</creator><general>Routledge</general><general>Taylor & Francis LLC</general><scope>AAYXX</scope><scope>CITATION</scope><scope>8BJ</scope><scope>FQK</scope><scope>JBE</scope></search><sort><creationdate>20200821</creationdate><title>The performance of performance appraisal systems: understanding the linkage between appraisal structure and appraisal discrimination complaints</title><author>Rubin, Ellen V. ; Edwards, Amani</author></sort><facets><frbrtype>5</frbrtype><frbrgroupid>cdi_FETCH-LOGICAL-c395t-fa0b3001a7c656bc0245c471f67f0746c54d119876297faea1018ae8e4f08ace3</frbrgroupid><rsrctype>articles</rsrctype><prefilter>articles</prefilter><language>eng</language><creationdate>2020</creationdate><topic>Appraisal</topic><topic>Bias</topic><topic>Complaints</topic><topic>Differentiation</topic><topic>Discrimination</topic><topic>forced distribution rating systems</topic><topic>Human resource management</topic><topic>Interpersonal communication</topic><topic>Performance appraisal</topic><topic>Performance management</topic><toplevel>peer_reviewed</toplevel><toplevel>online_resources</toplevel><creatorcontrib>Rubin, Ellen V.</creatorcontrib><creatorcontrib>Edwards, Amani</creatorcontrib><collection>CrossRef</collection><collection>International Bibliography of the Social Sciences (IBSS)</collection><collection>International Bibliography of the Social Sciences</collection><collection>International Bibliography of the Social Sciences</collection><jtitle>International journal of human resource management</jtitle></facets><delivery><delcategory>Remote Search Resource</delcategory><fulltext>fulltext</fulltext></delivery><addata><au>Rubin, Ellen V.</au><au>Edwards, Amani</au><format>journal</format><genre>article</genre><ristype>JOUR</ristype><atitle>The performance of performance appraisal systems: understanding the linkage between appraisal structure and appraisal discrimination complaints</atitle><jtitle>International journal of human resource management</jtitle><date>2020-08-21</date><risdate>2020</risdate><volume>31</volume><issue>15</issue><spage>1938</spage><epage>1957</epage><pages>1938-1957</pages><issn>0958-5192</issn><eissn>1466-4399</eissn><abstract>Employee perceptions of the fairness of performance evaluations are critical to the success of any appraisal system. 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issn | 0958-5192 1466-4399 |
language | eng |
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source | International Bibliography of the Social Sciences (IBSS); Business Source Ultimate; Taylor and Francis Social Sciences and Humanities Collection |
subjects | Appraisal Bias Complaints Differentiation Discrimination forced distribution rating systems Human resource management Interpersonal communication Performance appraisal Performance management |
title | The performance of performance appraisal systems: understanding the linkage between appraisal structure and appraisal discrimination complaints |
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