13 When Group Identities Matter

Abstract

Performance appraisals are a critical part of organizational life, and bias in appraisals is consistently mentioned as a barrier to advancement for diverse workers. This chapter reviews the literature on rater bias in performance appraisals, defined as effects on performance ratings due to ratee category membership. We focus on the major theoretical frameworks (e.g., stereotype fit and relational demography) used in the study of bias, organizing the research findings by the four most commonly studied demographic categories: gender, race, age, and disability. The review allows better understanding of the gaps in our knowledge and identifies needed future research directions in this literature stream. We conclude the chapter with several concerns including a lack of empirical research testing propositions concerning the effect of organizational variables on bias.

Acknowledgments

We wish to thank Elissa Perry for her comments and suggestions on an earlier draft of this chapter.