creator Overfors, Christine M. advisor Ellington, J. Kemp Rating employee performance is a common task undertaken by managers across most organizations with significant outcomes and complex antecedents. Efforts to understand the processes behind performance ratings have been the focus of substantial research within the performance appraisal domain. This study examined the structure of conscious rating goals pursued by managers when assigning ratings to employees by investigating an initial taxonomy of these goals based on both theoretical literature and managerial interviews. Additionally, a scale was developed as a means to effectively measure these goals to better address future research questions. The results from this preliminary work suggest four distinct rating goals endorsed by managers: Positive Development, Conflict Avoidance, Weaknesses and Consequences, and Equitable Treatment. Implications and avenues for future research are discussed. Submitted by Liana Khananashvili (khananashvili@iit.edu) on 2013-08-13T20:15:44Z No. of bitstreams: 1 Overfors Thesis FINAL.pdf: 1401672 bytes, checksum: 97b76ec9c121aa8830d2c3cc5228ff48 (MD5) Made available in DSpace on 2013-08-13T20:15:44Z (GMT). No. of bitstreams: 1 Overfors Thesis FINAL.pdf: 1401672 bytes, checksum: 97b76ec9c121aa8830d2c3cc5228ff48 (MD5) Previous issue date: 2012-12 M.S. in Psychology, December 2012 2012-12-04 2012-12 http://hdl.handle.net/10560/3033 en Thesis born digital application/pdf In Copyright http://rightsstatements.org/page/InC/1.0/ Restricted Access PSYCH / Institute of Psychology Illinois Institute of Technology Affiliated department