13 When Group Identities Matter
综述了绩效评估中因被评价者群体身份（性别、种族、年龄、残疾）导致的评价偏差，梳理了刻板印象匹配等理论框架，并指出未来研究方向。
Performance appraisals are a critical part of organizational life, and bias in appraisals is consistently mentioned as a barrier to advancement for diverse workers. This chapter reviews the literature on rater bias in performance appraisals, defined as effects on performance ratings due to ratee category membership. We focus on the major theoretical frameworks (e.g., stereotype fit and relational demography) used in the study of bias, organizing the research findings by the four most commonly studied demographic categories: gender, race, age, and disability. The review allows better understanding of the gaps in our knowledge and identifies needed future research directions in this literature stream. We conclude the chapter with several concerns including a lack of empirical research testing propositions concerning the effect of organizational variables on bias.