Browsing by Author "Porter, Paige Paula"

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    Effect of discrepant information and sex of manager on attributions and ratings of manager's performance
    Porter, Paige Paula (Virginia Tech, 1994)
    Attribution theory has been used to explain the responses of individuals to others behavior. Previous research has shown that attributions for performance can influence rater's judgments and the sex of the ratee has been shown to influence the attributions made for performance. Discrepant information was used to cue the formation of attributions and these attributions were predicted to mediate the relationship between the subjects' existing view of a manager's performance and subsequent performance ratings. It was hypothesized that different attributions would be made depending on the sex of the manager and the direction of the discrepant information (positive or negative) and that these attributions would be related to performance ratings. First, no relationship between attributions and performance ratings was found. Second, the expected pattern of attributions was only found for the female manager/positive discrepancy condition. Finally, performance ratings within the positive and negative discrepancy conditions did not differ as a function of sex. Limitations of this study, possible explanations of the current results, and suggestions for future research are discussed.
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    The influence of discrepant perceptions of performance and amount of performance information on future performance judgments
    Porter, Paige Paula (Virginia Tech, 1996)
    The purpose of the present study was to investigate the effect of amount of performance information (API) and discrepant self-appraisal information on the modification of supervisor's original performance ratings. Confidence in original ratings was expected to mediate the relationship between API and modification of ratings after begin presented with discrepant self-appraisal information. The results indicated that AP! was not related to modification of original ratings. Moreover, API was unrelated to confidence in original ratings. However, as expected there was a negative relationship between confidence and modification of ratings, although the correlation was not significant. Additional analyses indicated that supervisors in the low API condition became more confident in their final performance ratings after viewing self-ratings than those in the high API condition. The implications of the findings of this study are discussed.