Using explanations to manage impressions of performance appraisal fairness

Abstract

Based on the post hoc sorting of the narrative comments given by supervisors of their subordinates' performance, four major substantive categories of performance explanations emerged. Explanations focusing on the meritorious aspects of performance were typically used to explain high ratings, and apologies typically accompanied the administration of low ratings. Average ratings typically received no explanation. Perceived as fairest were ratings that enhanced the subordinate's self-image. The present results demonstrate the importance of explanations in enhancing perceptions of fairness.