Presentation modality and indirect performance information: effects on ratings, reactions, and memory.
The authors investigated whether raters integrate indirect (second-hand) information from an employee's co-worker with their direct observations when completing performance evaluations. Performance levels of direct and indirect information and presentation modality (auditory vs. textual) were manipulated (N = 220). Results showed that indirect information was perceived to be of highest utility when the performance levels of the direct and indirect information were consistent. Confidence in performance ratings was lowest when the indirect source delivered negative performance feedback that was contrary to the rater's own positive observations. Indirect information was only reflected in the performance ratings when direct observations were positive. There was a significant 3-way interaction between performance level of the direct information, performance level of the indirect information, and presentation modality on memory for performance incidents.
Uggerslev
Krista L
KL
Department of Psychology, University of Calgary, Alberta, Canada. kuggersl@ucalgary.ca
Sulsky
Lorne M
LM
D001307:Auditory Perception; D004650:Employee Performance Appraisal; D019451:Information Management; D008568:Memory; D010559:Personnel Management; D014796:Visual Perception