Comparison of the Effects of Specific and General Performance Standards on Performance Appraisal Decisions*
研究比较了具体和一般绩效标准作为管理决策工具的效果，发现具体标准能减少评分偏差、提高准确性，对管理者评估员工绩效有实际指导意义。
ABSTRACT This study compares specific and general performance standards as managerial decision aids. Sixty‐four federal government comptrollers familiar with performance standards as a basis for judging performance evaluated five performance profiles and then assigned performance ratings. These profiles varied in levels of objective performance, prior performance, and the order in which they were evaluated. The results show that the specificity of performance standards moderates the relationship between objective and rated performance, with specific standards resulting in more accurate ratings than general standards. While objective performance was the most important determinant of performance rating, the gender of the rater, the order of evaluation, and prior performance ratings biased judgments in the general but not the specific performance standard condition. Specific performance standards are concluded to be useful decision aids that minimize performance rating bias and have potential as evaluation tools for groups, profit centers, organizations, and technology innovations.