Rating leniency and halo in multisource feedback ratings: testing cultural assumptions of power distance and individualism-collectivism

摘要: This study extends multisource feedback research by assessing the effects of rater source and raters' cultural value orientations on rating bias (leniency halo). Using a motivational perspective performance appraisal, authors posit that subordinate raters followed peers will exhibit more than superiors. More important, given systems were premised low power distance individualistic assumptions, expect individualism-collectivism to moderate bias. Hierarchical linear modeling data collected from 1,447 superiors, peers, subordinates who provided developmental 172 military officers show (a) most leniency, superiors; (b) demonstrate halo superiors whereas do not differ; (c) leniency are strongest for (d) collectivism stronger but these did differ peers. The present findings highlight role values in ratings.