Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/36827 
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dc.contributor.authorBreuer, Kathrinen
dc.contributor.authorNieken, Petraen
dc.contributor.authorSliwka, Dirken
dc.date.accessioned2010-05-05-
dc.date.accessioned2010-07-23T09:32:55Z-
dc.date.available2010-07-23T09:32:55Z-
dc.date.issued2010-
dc.identifier.urihttp://hdl.handle.net/10419/36827-
dc.description.abstractWe empirically investigate possible distortions in subjective performance evaluations. A key hypothesis is that evaluations are more upward biased the closer the social ties between supervisor and appraised employee. We test this hypothesis with a company data set from a call center organization which contains not only subjective assessments but also several more objective measures of performance. Controlling for these performance measures, we find strong evidence that evaluations are upwards biased in smaller teams and some evidence that supervisors give better ratings to employees they themselves have evaluated before.en
dc.language.isoengen
dc.publisher|aInstitute for the Study of Labor (IZA) |cBonnen
dc.relation.ispartofseries|aIZA Discussion Papers |x4913en
dc.subject.jelD03en
dc.subject.jelM52en
dc.subject.ddc330en
dc.subject.keywordSubjective performance evaluationen
dc.subject.keywordbiasen
dc.subject.keywordsocial tiesen
dc.subject.keywordteam sizeen
dc.subject.keywordfavoritismen
dc.subject.stwPersonalbeurteilungen
dc.subject.stwSoziale Beziehungenen
dc.subject.stwGruppenarbeiten
dc.subject.stwBiasen
dc.subject.stwCall Centeren
dc.subject.stwPatronageen
dc.subject.stwDeutschlanden
dc.titleSocial ties and subjective performance evaluations: An empirical investigation-
dc.type|aWorking Paperen
dc.identifier.ppn625311930en
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungenen

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