Abstract
Drawing from game theoretical research, we explore the degree to which rater anonymity affects consequences of peer assessment with respect to individual effectiveness and contribution to group processes. Using longitudinal data collected in a kibbutz-owned manufacturing facility in Israel, we found peer assessment to be associated with a general improvement of supervisory ratings of subordinates over time. More important, this improvement was found to be significantly greater among individuals working in departments assigned to a nonanonymity assessment condition relative to those assigned to an anonymous condition. The theoretical and practical implications of these findings are discussed.
| Original language | English |
|---|---|
| Pages (from-to) | 344-377 |
| Number of pages | 34 |
| Journal | Group and Organization Management |
| Volume | 30 |
| Issue number | 4 |
| DOIs | |
| State | Published - Aug 2005 |
| Externally published | Yes |
Keywords
- Game theory
- Multisource feedback
- Peer assessment
- Performance evaluation
- Rater anonymity