Conscious rating distortion in performance appraisal: A review, commentary, and proposed framework for research

By Jeffrey R. Spence, Lisa M. Keeping. 2011

111 citations recorded by the source corpus.

Subfields: Applied Psychology, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/207f7500f4f7c4dddbbe5095f100073b3546e0fc

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Applied Psychology

1. Laxmikant Manroop
2. Marie-Hélène Budworth
3. Gary P. Latham
4. Adam M. Grant
5. Edwin A. Locke
6. T. Brown
7. Peter A. Heslin
8. J. Caillier

In Organizational Behavior and Human Resource Management

1. Laxmikant Manroop
2. Marie-Hélène Budworth
3. Gary P. Latham
4. Adam M. Grant
5. Edwin A. Locke
6. Connie R. Wanberg
7. J. Caillier
8. George A. Shinkle

In Sociology and Political Science

1. Gary P. Latham
2. Adam M. Grant
3. Edwin A. Locke

Citations in the corpus

• Looking Forward to Performance Improvement: A Field Test of the Feedforward Interview for Performance Management (2015, background): “…a two-way discussion of an employee’s past performance to provide a basis for administrative decisions (e.g., salary, promotion, transfer, termination) and employee development in order to align an employee’s performance with organizational goals (Linna et al., 2012; Spence & Keeping, 2011).”