MODESTY BIAS IN SELF‐RATINGS OF PERFORMANCE: A TEST OF THE CULTURAL RELATIVITY HYPOTHESIS
研究检验了文化相对性假设，发现中国大陆员工在自我绩效评价中表现出宽大偏差（自评高于上级评价），而非台湾研究中发现的谦虚偏差，表明文化因素不能解释该差异。
Although self‐ratings of performance are usually higher than ratings obtained from supervisors, Farh, Dobbins, and Cheng (1991) found that Taiwanese workers exhibited modesty bias (i.e., self‐ratings that were lower than supervisory ratings). They explained their findings in terms of broad cultural differences between Taiwanese and Western workers. To test this cultural relativity hypothesis, we replicated their study using data from several organizations in mainland China. As is typically found in Western research, Chinese workers showed leniency in self‐ratings (i.e., self‐ratings that were higher than supervisor or peer ratings), which suggests that broad cultural factors do not explain the modesty bias reported by Farh et al.