A meta-analysis of ratee race effects in performance ratings.

Conducted a meta-analysis of how the race of the ratee affects performance ratings by examining 74 studies with a total sample of 17,159 ratees for White raters and 14 studies with 2,428 ratees for Black raters. The 5 moderators examined were the study setting, rater training, type of rating, rating purpose, and the racial composition of the work group. Results show that the corrected mean correlations between ratee race and ratings for White and Black raters were .183 and –.220, with 95% confidence intervals that excluded zero for both rater groups. Substantial moderating effects were found for study setting and for the saliency of Blacks in the sample. Race effects were more likely in field settings when Blacks composed a small percentage of the work force. Both Black and White raters gave significantly higher ratings to members of their own race. It is suggested that future research should focus on understanding the process underlying race effects. References for the studies included are appended. (47 ref) (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Effect of applicant's sex, race, and performance on employers' performance ratings: Some additional findings.

Studied the effect of ratee sex and race on rater evaluation when objective performance standards were established. 60 White male undergraduates in a personnel management course were assigned the role of grocery store manager and viewed a film depicting the performance of 8 stock room employees representing 4 sex-race combinations. Results indicate that Ss were able to distinguish clearly between high and low performers. Sex and race bias was found, however, even when objective performance standards had been implemented. While low-performing males and low-performing females were rated nearly identically, high-performing females were rated significantly higher than high-performing males. Low-performing Blacks were rated significantly higher than low-performing Whites. No significant difference was found between the Ss' ratings of high-performing Blacks and Whites. (21 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Task-based performance appraisal for blue-collar jobs: Evaluation of race and sex effects.

Court standards for job analysis were used to develop a task-based performance appraisal instrument for use with multiple blue-collar jobs in a small plastics plant. The instrument consisted of 10 performance categories (i.e., general reasoning, written communications) that were rated in terms of importance to the job and performance. Race and sex effects in performance appraisal scores and overall performance rankings of 150 employees (of whom 62 were Black and 88 were female) in 3 jobs were analyzed with separate factorial analyses of covariance. Neither race nor sex effects were significant with the performance appraisal data. There was a significant race difference with the overall ranking data, although it accounted for only 2% of the variance. In a 2nd study, a similar instrument was used to analyze race and sex differences in performance appraisal for 233 employees (of whom 31 were female, 50 were Black, and 30 were Hispanic) in 3 job groups of a large petroleum refinery. Neither race nor sex effects were significant. Findings support the use of the task-based approach to performance appraisal. (14 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of race on ratings of social skill.

Black and White judges rated the behavior of 12 schizophrenics participating in a comprehensive social skills training program. Results indicate that Black and White judges rated the same behavior in a different manner and are discussed in terms of how such practices could affect outcome in social skills research. (7 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Some differential effects of race of rater and ratee on early peer ratings of combat aptitude.

Peer ratings of combat potential made by 669 Caucasian and Negro army recruits of the squad members were examined. The hypothesis that ratees would receive higher ratings from members of their own race than from members of another race was supported (p     

Examination of the relationship between true halo and halo error in performance ratings.

The purpose of this study was to test competing theories regarding the relationship between true halo (actual dimensional correlations) and halo rater error (effects of raters' general impressions on specific ratee qualities) at both the individual and group level of analysis. Consistent with the prevailing general impression model of halo rater error, results at both the individual and group level analyses indicated a null (vs. positive or negative) true halo-halo rater error relationship. Results support the ideas that (a) the influence of raters' general impressions is homogeneous across rating dimensions despite wide variability in levels of true halo; (b) in assigning ratings, raters rely both on recalled observations of actual ratee behaviors and on general impressions of ratees in assigning dimensional ratings; and (c) these 2 processes occur independently of one another. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A field study of race and age similarity effects on interview ratings in conventional and situational interviews.

Examined the effects of interviewer and interviewee race and age similarity on interview outcomes under 2 different interview formats: a conventional structured panel interview and a situational panel interview. A total of 2,805 applicants were interviewed. The panels consisted of same-, mixed-, or different-race and same-, mixed-, or different-age groups. Analyses revealed stronger same-race effects with the conventional structured interview than with the situational interview. Furthermore, these same-race effects could be avoided by using mixed-race interview panels. No age similarity effects were detected with either interview procedure. Implications for future research and practice are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effect of race on peer ratings in an industrial situation.

Examined the effect of race on the peer ratings of 43 black and 50 white industrial employees recently exposed to a foreman-training program which included intensive human relations training. Contrary to previous studies, no race effect was found. In addition, almost all the requirements for convergent and discriminant validity between the races were met. Possible explanations for these results and implications for the use of peer ratings in integrated settings are discussed. (15 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Influence of model's race and sex on interviewees' self-disclosure.

Assigned 48 White college students, 24 of each sex, to 1 of 8 modeling conditions, which varied for model's race (Black or White), sex, and length of disclosure (20 or 60 sec). Ss were exposed to a videotape of a model who disclosed on 10 topics (half favorable and half unfavorable); then they responded to the same 10 topics. Ss' depth of disclosure, speech duration, and number of self-references were not related to model's race, length of disclosure, or to their scores on the Self-Disclosure Questionnaire. However, Ss disclosed at greater depths and for longer durations after observing models of the same sex. Significant negative correlations were found between self-disclosure scores and the Ss' ratings of the importance of a counselor's sex, age, and socioeconomic status for the counseling process. (26 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of race on interview ratings in a situational panel interview.

This study investigated the effects of interviewer race, candidate race, and racial composition of interview panels on interview ratings. Data were collected on 153 police officers applying for promotion. Results confirmed a same-race rating effect (i.e., candidates racially similar to interviewers received higher ratings) for Black and White interviewers on racially balanced panels. A majority-race rating effect (i.e., candidates racially similar to the majority race of panel interviewers received higher ratings) existed for Black and White interviewers on primarily White panels. Rating patterns of Black and White interviewers on primarily Black panels also suggested a majority-race rating effect. Racial composition of selection interview panels in combination with interviewer and candidate race were proposed as variables affecting candidates' ratings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effects of purpose of appraisal and individual differences in stereotypes of women on sex differences in performance ratings: A laboratory and field study.

We investigated the effects of purpose of appraisal and individual differences in stereotypes of women on the evaluations of male and female ratees in two studies. In Study 1, 52 female and 51 male undergraduate students with traditional or nontraditional stereotypes of women evaluated written vignettes of either male or female ratees. Raters were informed that their evaluations would be used for scale development (experimental purposes) or for merit pay and promotion decisions (administrative decisions). Analyses revealed that female ratees were evaluated less accurately by raters with traditional stereotypes of women than by raters with nontraditional stereotypes of women. Such differences occurred, however, only when appraisals were made for administrative decisions. In Study 2, 810 raters with traditional or nontraditional stereotypes of women evaluated the teaching effectiveness of eight male and six female professors. Analyses indicated that women were evaluated more favorably by raters with nontraditional stereotypes of women than by raters with traditional stereotypes of women. Implications of the findings for sex differences in appraisal, future research, and organizational effectiveness are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Initial decisions and subsequent performance ratings.

Examined how information initially encountered for one decision was later used for evaluating ratee performance. 101 undergraduates viewed videotaped performances of 4 male carpenters performing 4 tasks. Half of the Ss were instructed to view the performance with the intent of rating the deservedness of each worker for outside contracting work; the other half were asked to designate the one best worker for this work. Two days later, 70 of the 101 Ss were asked to rate (from memory) each worker's performance. Findings indicate that raters initially designating one worker for a positive outcome rated all workers higher than raters making initial deservedness ratings. This elevation in ratings, which occurred for both subsequent overall evaluations and task ratings, may have reflected both the tendency to inflate ratings given the individual receiving the initial treatment and leniency toward the other ratees for whom representations of ability may not have been well established or remembered. Overall delayed performance ratings were influenced by these initial contextual factors. Results suggest that the pattern in which information is presented to raters and the nature of previous decisions may affect memory-based performance ratings. (26 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sex effects on performance ratings on manager–subordinate dyads: A field study.

Tested the hypothesis of N. Schmitt et al (see record 1980-33528-001) that people rate those similar to themselves with more confidence, which is reflected in larger variances in performance ratings. 286 manager–subordinate dyads in all 4 sex combinations comprised the sample. Subordinates rated managers on the Behavioral Observation Scales (BOS), and managers rated subordinates using the Minnesota Satisfactoriness Scales (MSS). Bartlett's test for homogeneity of variance revealed that female subordinates produced significantly more variability when rating their male managers than when rating their female managers on total BOS rating. Female managers produced more variable ratings of male subordinates than for female subordinates on total MSS rating. Male subordinates and managers did not produce more variable BOS or MSS ratings when appraising other males than when rating females. Results are discussed in terms of role expectations. (24 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Cognitive categorization and quality of performance ratings.

The effects of cognitive categorization of raters on accuracy, leniency, and halo of performance evaluations were investigated in a field setting. One hundered seventy-four subordinates evaluated the performance of their managers on three performance dimensions. Managers were categorized as congruent or incongruent based on subordinates' perceptions of the extent to which the manager's behavior met the subordinates' expectations. The results indicated that the quality of ratings assigned by subordinates was related to the cognitive categories used. As hypothesized, ratings of managers who were categorized as congruent were found to be more accurate and also to contain more leniency and halo tendency than the ratings of managers who were categorized as incongruent. Implications of these findings for performance-appraisal research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Variability across sources of performance ratings.

Examined the comparability of peer ratings, supervisor ratings, and self-ratings of counseling performance early in training. Earlier studies of the relationship of performance ratings from different sources have indicated some comparability across source of rating, particularly late in the training process. The results of the present study with 30 21–50 yr old graduate students enrolled in a prepracticum counseling methods course indicate considerable variability across sources of ratings used early in training. Implications and practical training strategies are discussed. (9 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of ratee task performance and interpersonal factors on supervisor and peer performance ratings.

The study examines the effects of a wide array of rater–ratee relationship and ratee-characteristic variables on supervisor and peer job-performance ratings. Interpersonal ratings, job performance ratings, and ratee scores on ability, job knowledge, and technical proficiency were available for 493 to 631 first-tour US Army soldiers. Results of supervisor and peer ratings-path models showed ratee ability, knowledge, and proficiency accounted for 13% of the variance in supervisor performance ratings and 7% for the peer ratings. Among the interpersonal variables, ratee dependability had the strongest effect for both models. Ratee friendliness and likability had little effect on the performance ratings. Inclusion of the interpersonal factors increased the variance accounted for in the ratings to 28% and 19%, respectively. Discussion focuses on the relative contribution of ratee technical and contextual performance to raters' judgments. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sclerosing cholangitis, race and sex

BACKGROUND: Primary sclerosing cholangitis develops in 3-10% of patients with ulcerative colitis, and may be associated with an increased cancer risk. Ulcerative colitis is probably less common in people of African origin than in populations of European descent. AIMS AND METHODS: To review the records of all patients under regular follow up for ulcerative colitis at St Bartholomew's Hospital (London, UK), a tertiary referral centre, prompted by discovering a cluster of cases with common features. RESULTS AND CONCLUSIONS: Among 166 patients with ulcerative colitis under regular follow up, only four (all women) are of African or Caribbean genetic origin, and three of these have developed sclerosing cholangitis within three years of presentation with colitis, compared with four of 162 patients of European or Asian descent (odds ratio 119, 95% confidence interval 8-3837; p = 0.0002). This cluster, which is not explained by common HLA DR or DQ type, suggests that Africans and Afro-Caribbeans, especially women, may be at increased risk of sclerosing cholangitis. This may reflect genetic influences on the development of enteric and hepatobiliary inflammatory disease.     

Rater bias in performance ratings: Superior, self-, and peer ratings.

Leniency errors, halo effects, and differential dimensionality were explored in an analysis of superior, self-, and peer performance ratings of 107 managerial and 76 professional employees in a medium-sized manufacturing location, representing 95% of the managerial and professional staff. Self-ratings showed greater leniency effects than superior or peer ratings. A multitrait–multimethod (MTMM) analysis supported the presence of strong halo effect and significant convergent validity but not discriminant validity. The dimensional analysis supported the presence of strong halo effect. A statistical control procedure for the halo effect was developed that involved calculating residuals of the performance items, controlling for the "overall effectiveness" variance component in each item. The procedure did not reduce the significant halo effect, nor did it improve the nonsignificant discriminant validity in the MTMM analysis. It did, however, clarify the dimensional structure of ratings by superiors. Data from 4 previously published studies were also reanalyzed using the statistical control procedure. (19 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)