Perception of Performance Appraisal by Employees and Supervisors: Self-Serving Bias and Procedural Justice

Herman Steensma and Lisette Otto

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DOI: 10.2190/0G8P-LN2F-1FDC-GGAP

Abstract

Employees (N = 78) and supervisors (N = 33) completed a questionnaire to evaluate Performance Appraisal (PA) sessions. Hypotheses derived from procedural justice theory were confirmed. Employees satisfaction with PA sessions covaried with voice and with receiving adequate information beforehand. Good conversational techniques of supervisors enhanced satisfaction with PA. Data also demonstrated the predicted self-serving bias of supervisors. Supervisors perceived that they used more participative leadership and had better conversational techniques than the subordinates perceived. Supervisors also had a more positive perception of the number of topics that were discussed in PA sessions.

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