Subjective performance appraisal and inequality aversion
Making use of a subjective performance appraisal system, 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 simple theoretical model and discuss determinants of the size of the biases.
Year of publication: |
2012
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Authors: | Grund, Christian ; Przemeck, Judith |
Published in: |
Applied Economics. - Taylor & Francis Journals, ISSN 0003-6846. - Vol. 44.2012, 17, p. 2149-2155
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Publisher: |
Taylor & Francis Journals |
Saved in:
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