Individual differences in preferences for social-comparative performance ratings

Rating accuracy, leniency, and rater perceptions when using the RPM and BARS

“…Overall, our results support and extend a growing body of literature suggesting that social-comparative rating methods engender adverse reactions by showing that in addition to ratees, raters also prefer absolute rating methods (Blume et al, 2009;Daljeet et al, 2024;Feeney et al, 2024;Roch et al, 2007;Schleicher et al, 2009). This is pivotal because this suggests that neither a manager nor their employees are likely to enjoy the performance appraisal process when using a social-comparative rating method, and worse, a severity bias is likely to amplify employees' negative reactions.…”

“…However, extant research suggested that socialcomparative rating methodologies may evidence superior validity and less leniency compared to ratings provided with conventional "absolute" methodologies (Freund & Kasten, 2012;Goffin et al, 2009;Jelley & Goffin, 2001;Jelley, 2016). Unfortunately, a stream of recent research indicates that social-comparative rating methodologies come at the expense of rater and ratee reactions, and when given a choice, the majority of people will opt for absolute ratings (Blume et al, 2009;Daljeet et al, 2024;Feeney et al, 2024;Roch et al, 2007;Schleicher et al, 2009). Despite this inherent trade-off, socialcomparative rating methodologies are consistently used in industry (Gorman et al, 2017).…”