The effects of impression management on the performance appraisal process

Abstract

A laboratory experiment was designed to test the influence of subordinate impression management on two aspects of the performance appraisal process: supervisor ratings of subordinate performance and supervisor verbal communication in a performance appraisal interview. It was hypothesized that subordinate impression management would inflate performance ratings and both impression management and objective performance would influence the supervisor's style of verbal communication in the interview. Subjects consisted of 96 undergraduate students who performed a supervisory role in the study. Subjects interacted with a confederate subordinate who engaged in high or low levels of impression management and performed at a high, average, or low level. Results suggested support for the positive influence of subordinate impression management on performance ratings. Results are discussed in terms of their implications for human resource management practice.