Optimism and Positivity Biases in Performance Appraisal Ratings: Empirical Evidence from Professional Soccer

Abstract

Using unique assessment data for players from a German Bundesliga club’s youth academy, we tested four core hypotheses on how player ratings and rater or ratee‐related characteristics reflect the (prospective) optimism bias and (retrospective) positivity bias. The results indicate not only that the ratings of predicted and remembered performance are indeed higher than the talents’ actual performance throughout a season, but that these differences depend positively on the rater’s organizational experience and negatively on the amount of ratee data available. They also suggest that (prospective) anticipation is even more positively biased than (retrospective) recollection of player performances, underscoring the asymmetry between looking forward and looking backward.

Research on Enterprise Employee Performance Appraisal Management System Based on CS Architecture

“…(3) When the number of users is 600, the throughput of the assessment management system of this system is 7754 kbps, which shows that the enterprise employee assessment management of this system is better. Literature [5] Literature [6] Literature [7] This…”

“…(10) In the above formula, T C is the nonlinear characteristic distribution threshold, f is the sampling frequency of enterprise employee performance test management information, and |X code (f)| is the information weighted feature vector [6]. A multiorder eigenmode function analysis model for enterprise employee performance evaluation is constructed to represent the correlation between performance evaluation factors and the rationality of evaluation indicators [7]. e description is as follows:…”

Development of cross-cultural performance criterion measures: Critical issues and practical solutions

“…When retrospectively recalling an event, or a collection of events, the rater must bring to mind the past instances of the individual they are rating. Thus, timing is a potential source of bias that can influence rater accuracy (Merkel et al, 2020). The actual performance of a ratee can significantly differ from the remembered performance by the rater (Merkel et al, 2020).…”

“…Thus, timing is a potential source of bias that can influence rater accuracy (Merkel et al, 2020). The actual performance of a ratee can significantly differ from the remembered performance by the rater (Merkel et al, 2020). The accuracy of rater recall is dependent on how the information was organized in their memory during the encoding process at the time of the event (DeNisi and Peters, 1996).…”

Who Gets Promoted to the Top? Nuanced Personality and Psychosocial Trait Differences in Highly Structured Work Environments: Evidence From German Professional Female Athletes

“…athletes try to achieve the next higher tier, 2 which is also limited to a certain number of available spots, and is analogous to the structure of professional service firms (Merkel, Schmidt & Torgler, 2021).…”