The Effects of Rater-Ratee Discrepancies and Interview Processes on Appraisal Effectiveness

Forty-two performance appraisal interviews, at two urban hospitals, were examined to assess the relative effects of rater-ratee discrepancies and interview processes on appraisal effectiveness. This study attempted to improve on the methodology of previous research by: using multi-item scales, incorporating hierarchical regression analyses, and requesting completion of post-interview questionnaires within 24 hours of the interview. Discrepancy between self-ratings and supervisor's initial evaluations were collected prior to the interview. In addition, nurses' perceptions of the interview processes and appraisal effectiveness were measured via a post-interview questionnaire. It was found that discrepancies affected subsequent interview processes, which in turn were related to perceptions of fairness and accuracy. These perceptions acted as intervening variables between interview processes and acceptability of ratings. It was concluded that while discrepancies affect the interview process, the lack of a direct link between discrepancy and acceptability suggests that proper interviewing technique can help ameliorate the deleterious effects of discrepancy. Interventions were suggested.