Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/36827
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dc.contributor.authorBreuer, Kathrinen_US
dc.contributor.authorNieken, Petraen_US
dc.contributor.authorSliwka, Dirken_US
dc.date.accessioned2010-05-05en_US
dc.date.accessioned2010-07-23T09:32:55Z-
dc.date.available2010-07-23T09:32:55Z-
dc.date.issued2010en_US
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_US
dc.language.isoengen_US
dc.publisher|aInstitute for the Study of Labor (IZA) |cBonnen_US
dc.relation.ispartofseries|aDiscussion paper series // Forschungsinstitut zur Zukunft der Arbeit |x4913en_US
dc.subject.jelD03en_US
dc.subject.jelM52en_US
dc.subject.ddc330en_US
dc.subject.keywordSubjective performance evaluationen_US
dc.subject.keywordbiasen_US
dc.subject.keywordsocial tiesen_US
dc.subject.keywordteam sizeen_US
dc.subject.keywordfavoritismen_US
dc.subject.stwPersonalbeurteilungen_US
dc.subject.stwSoziale Beziehungenen_US
dc.subject.stwGruppenarbeiten_US
dc.subject.stwBiasen_US
dc.subject.stwCall Centeren_US
dc.subject.stwPatronageen_US
dc.subject.stwDeutschlanden_US
dc.titleSocial ties and subjective performance evaluations: An empirical investigationen_US
dc.type|aWorking Paperen_US
dc.identifier.ppn625311930en_US
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungen-

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