Attribution Biases According to Appraisal Methods: Comparing Appraisal Response Between Multi-source Appraisal and Single-source Appraisal

The authors hypothesized that the magnitudes of attribution biases about performance feedback would be diminished under the multi-source appraisal than under the single-source appraisal. Multi-source appraisal provides more definite conditions for employees for accepting feedback results than single-source appraisal because of the greater number of observers involving in the appraisal. This process of multi-source appraisal system should decrease the occurrence of attribution biases from employees. General Linear Model Repeated Measure Analysis provided support for hypotheses in the experiment using scenario with 280 employees. The actor- observer asymmetry and positivity bias was diminished in the multi-source appraisal than the single-source appraisal.