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dc.contributor.authorGrund, Christianen_US
dc.contributor.authorPrzemeck, Judithen_US
dc.date.accessioned2008-08-29en_US
dc.date.accessioned2010-07-07T11:31:26Z-
dc.date.available2010-07-07T11:31:26Z-
dc.date.issued2008en_US
dc.identifier.urihttp://hdl.handle.net/10419/35009-
dc.description.abstractMany firms use subjective performance appraisal systems due to lack of objective performance measures. In these cases, supervisors usually have to rate the performance of their subordinates. Using such systems, it is a well established fact that many supervisors tend to assess the employees too good (leniency bias) and that the appraisals hardly vary across employees of a certain supervisor (centrality bias). We explain these two biases in a model with a supervisor, who has preferences for the utility of her inequality averse subordinates, and discuss determinants of the size of the biases. Extensions of the basic model include the role of supervisor’s favoritism of one particular agent and the endogenous effort choice of agents. Whether inequality averse agents exert higher efforts then purely self-oriented ones, depends on the size of effort costs and inequality aversion.en_US
dc.language.isoengen_US
dc.publisherIZA Bonnen_US
dc.relation.ispartofseriesIZA Discussion Papers 3382en_US
dc.subject.jelM5en_US
dc.subject.ddc330en_US
dc.subject.keywordAppraisalsen_US
dc.subject.keywordinequality aversionen_US
dc.subject.keywordperformance evaluationen_US
dc.subject.keywordcentrality biasen_US
dc.subject.keywordleniency biasen_US
dc.subject.stwPersonalbeurteilungen_US
dc.subject.stwCoachingen_US
dc.subject.stwBiasen_US
dc.subject.stwVerteilungsgerechtigkeiten_US
dc.subject.stwAgency Theoryen_US
dc.subject.stwTheorieen_US
dc.titleSubjective performance evaluation and inequality aversionen_US
dc.typeWorking Paperen_US
dc.identifier.ppn560456727en_US
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungen-
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