Graduation Year

2016

Document Type

Thesis

Degree

M.A.

Degree Name

Master of Arts (M.A.)

Degree Granting Department

Psychology

Major Professor

Walter Borman, Ph.D.

Committee Member

Michael Coovert, Ph.D.

Committee Member

Sandra Schneider, Ph.D.

Keywords

Performance Appraisal, Job Performance, Expectancy Violation, Bias, OCB

Abstract

I present the results of two studies designed to explore how Expectation Violation Theory may explain biases in performance ratings. Study 1 examines how pre-hire information biases on-the-job ratings of task performance. Study 2 replicates the findings of Study 1 for on-the-job ratings of OCB performance. Results of these studies suggest that expectations violations do occur when on-the-job performance is either higher or lower than suggested by pre-hire information. However, first impressions of the employee appear to bias performance ratings of both task and OCB performance rather than expectation violations. Findings suggest applicants that make positive first impressions are rated higher on both OCB and task performance than equivalently performing co-workers who make less favorable first impressions.

Available for download on Saturday, December 09, 2017

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Psychology Commons

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