Diversity, Recategorization, and Performance Appraisals. (Sport Management/Administration)

By Cunningham, George B. | Research Quarterly for Exercise and Sport, March 2003 | Go to article overview

Diversity, Recategorization, and Performance Appraisals. (Sport Management/Administration)


Cunningham, George B., Research Quarterly for Exercise and Sport


One pitfall of organizational diversity, especially in superior-subordinate dyads, is that rater-ratee dissimilarity is negatively associated with scores on performance appraisals. The rater-ratee dissimilarity can stem from demographics (e.g., race, gender, age), attitudes (e.g., conservatives and liberals), personality characteristics (e.g., conscientiousness), or other factors, such as group membership. Social identity theory and self-categorization theory can be used to explain rating bias. In short, these theories predict that persons classify the self and others into groups. Persons similar to the self are considered ingroup members while persons dissimilar to the self are considered outgroup members. This categorization results in an intergroup bias, whereby persons have more positive evaluations of ingroup members than they do outgroup members. Therefore, if the categorization process is at the root of the bias in performance appraisals, then techniques targeted at transforming the categorization boun daries could mitigate these effects. The current study examined this possibility in examining the impact of recategorization (i.e., the process that enables persons to conceive of themselves as belonging to a single, common group) on performance appraisals. …

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