Multirater Performance Evaluations and Incentives
通过理论模型和实验室实验，比较了个人与小组主管对员工绩效的评价，发现小组评价更精确，且当薪酬与评价挂钩时，多评估者评价与更高绩效相关。
We compare evaluations of employee performance by individuals and groups of supervisors,<br/>analyzing a formal model and running a laboratory experiment. The model predicts that<br/>multi-rater evaluations are more precise than single-rater evaluations if groups rationally<br/>aggregate their signals about employee performance. Our controlled laboratory experiment<br/>confirms this prediction and finds evidence that this can indeed be attributed to accurate<br/>information processing in the group. Moreover, when employee compensation depends on<br/>evaluations, multi-rater evaluations tend to be associated with higher performance.