The Influence Of Rater Motivation On Rater Intentional Bias

The core function of the performance evaluation is to improve the overall performance of the enterprise and the competitiveness of the enterprise by improving the employee's performance.As the main participant of performance evaluation,the behavior of the appraiser in every aspect of performance evaluation has been paid more and more attention by the scholars.Evaluators' behavior in performance evaluation activities is driven by many factors.The different evaluation motivations will result in the different behaviors of the appraisers in the process of performance evaluation,which will affect the final evaluation results.This study first reviewed the previous scholars on the rater motivation,rater intentional bias of research results,and verify the four-dimensional structure of rater motivation.On cognitive motivation theory and Bandura's reciprocal determinism,the four dimensions of rater motivation(motivational motivation,motive for harmony,motive for discouragement and motivation for impression management)are assess to the intentional bias(intentional inflating bias and intentional deflating bias)by means of empirical research,and the moderating effect of ratee performance level on the main effect.The following conclusions can be drawn from the empirical analysis:(1)The motivational motivation,motive for harmony,motivation for impression management have significant positive effects on the intentional inflating bias and significant negative effects on the intentional s deflating bias;motive for discouragement significant negative effects on intentional inflating bias and significant positive effects on intentional deflating bias.(2)After introducing the moderator ratee's performance level,when the evaluator has motivational motivation,the high performance level ratee perceives intentional deflating bias is higher than the low performance level ratee.When the evaluator has impression motivation,the level of high performance ratee perceived intentional inflating bias is higher than the perceived of low performance level.(3)Although the study failed to confirm the impact of evaluators'impression management motivation on intentional deflating bias,the role of the moderator in performance level remained.When the performance level of the ratee is high,the evaluator impression management negatively influences intentional deflating bias.When the performance level of the appraiser is low,the assessor impression management positively affects intentional deflating bias.Based on the conclusions of this study,the author puts forward three main management implications:First,the evaluator will use the intentional error as a tool to achieve management objectives,but it must be clear that the evaluation of errors may still be negative for employees work initiative,job satisfaction and engagement and even adverse effects on the organization as a whole.In addition,the author puts forward three suggestions to reduce the intentional bias from rater motivation:establishing and perfecting the performance management communication plan,strengthening the appraiser's recognition of accurate evaluation;through performance evaluation training to complement the assessment of the concept of performance assessment knowledge;establishing performance appraisal within the enterprise complaint mechanism,from the system to restrict the behavior of assessors,while creating a fair and impartial atmosphere of the organization.Finally,in view of the performance of the level of the role of the regulator in the study,it is recommended that managers based on the level of performance for differentiated management,help to retain the core staff.