Self‐appraisal and perceptions of the appraisal discussion: A field experiment
通过现场实验发现，正式的双向自我评价（管理者和下属在讨论前各自独立完成评价）并未提升下属对讨论的满意度或贡献感，反而降低了其感知的影响力和与管理者评分的一致性；但非正式自我评价行为与多数结果变量正相关。
Abstract Performance evaluation based on self‐appraisal has been widely advocated because of its potential for increasing the effectiveness of the performance appraisal discussion. A field experiment was conducted to assess the effects of a formal ’both‐rate‘ self appraisal (where both manager and subordinate independently complete appraisals before the discussion) on perceptions of ratee and rater behaviors and outcomes. One hundred fifty‐one ratees and 81 raters randomly assigned to self‐appraisal and control groups participated in the study. Results indicated that the self‐appraisal treatment had no main effects on ratee perceptions of their contributions to the discussion or satisfaction with the appraisal. Self‐appraising ratees perceived less influence over the appraisal discussion, and less agreement with their manager's rating than did non‐self appraisers. However, informal self‐appraisal behavior was significantly and positively correlated with most dependent variables. Results suggest major differences between formal and informal self‐appraisal which warrant future research.