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Perceived Anonymity Adequacy in Performance Evaluations of Supervisors and Coworkers
Unformatted Document Text:  Perceived Anonymity Adequacy 1 Perceived Anonymity Adequacy in Performance Evaluations of Supervisors and Coworkers Abstract This study explores the role of anonymity in performance evaluations of supervisors and coworkers. Factors related to a rater’s perceived level of anonymity adequacy are examined as well as the types of identity information concealed by raters during performance evaluations. Significant, positive relationships were found between anonymity adequacy and both the quality of supervisor performance and the relationship between the rater and his/her supervisor. Additionally, the names of other organizational members were the most frequent type of identity information omitted by raters during performance evaluations. In general, this study enriches previous research that examines anonymity in performance feedback by exploring the rater’s experience of anonymity when evaluating supervisors and coworkers.

Authors: Rains, Stephen. and Young, Anna.
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Perceived Anonymity Adequacy 1
Perceived Anonymity Adequacy in Performance Evaluations of Supervisors and Coworkers
Abstract
This study explores the role of anonymity in performance evaluations of supervisors and
coworkers. Factors related to a rater’s perceived level of anonymity adequacy are examined as
well as the types of identity information concealed by raters during performance evaluations.
Significant, positive relationships were found between anonymity adequacy and both the quality
of supervisor performance and the relationship between the rater and his/her supervisor.
Additionally, the names of other organizational members were the most frequent type of identity
information omitted by raters during performance evaluations. In general, this study enriches
previous research that examines anonymity in performance feedback by exploring the rater’s
experience of anonymity when evaluating supervisors and coworkers.


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