The Legal Implications of Performance Appraisals: Expanding on Werner & Bolino’s (1997) Research
Abstract
Several studies have been completed over the past few decades regarding employment performance appraisals and discriminatory practices that can arise from such evaluations. Specifically, researchers have sought to determine whether employment discrimination or some type of adverse impact can result depending on the type of performance appraisal given to employees. This study expands upon the foundational research of Jon Werner and Mark Bolino (1997) and utilizes its framework to determine whether there is a correlation between certain variables, discrimination claims, and the outcome of court decisions. This study also seeks to update Werner and Bolino’s (1997) research to reflect more recent cases. The hypotheses tested are mainly concerned with whether certain forms of discrimination are viewed differently by courts and if these forms affect the outcome of cases. This study utilizes a chi-square analysis similar to that applied in Werner and Bolino (1997) to test each of the hypotheses. Some of the variables tested include appraisal basis (trait or behavioral based), appraisal frequency, if the appraisals were rated by more than one evaluator, and if an accountability mechanism was implemented. Race and age discrimination were the main forms of discrimination focused on in this study. The expected outcome of these tests is that race and age discrimination cases are harder to win in court. Furthermore, the inclusion of certain variables in the appraisal process, such as behavioral based appraisals or accountability mechanisms, will make case decisions in favor of the employer more likely.
Start Time
16-4-2025 10:00 AM
End Time
16-4-2025 11:00 AM
Room Number
271
Presentation Type
Oral Presentation
Presentation Subtype
UG Orals
Presentation Category
Social Sciences & Business
Faculty Mentor
Michael McKinney
The Legal Implications of Performance Appraisals: Expanding on Werner & Bolino’s (1997) Research
271
Several studies have been completed over the past few decades regarding employment performance appraisals and discriminatory practices that can arise from such evaluations. Specifically, researchers have sought to determine whether employment discrimination or some type of adverse impact can result depending on the type of performance appraisal given to employees. This study expands upon the foundational research of Jon Werner and Mark Bolino (1997) and utilizes its framework to determine whether there is a correlation between certain variables, discrimination claims, and the outcome of court decisions. This study also seeks to update Werner and Bolino’s (1997) research to reflect more recent cases. The hypotheses tested are mainly concerned with whether certain forms of discrimination are viewed differently by courts and if these forms affect the outcome of cases. This study utilizes a chi-square analysis similar to that applied in Werner and Bolino (1997) to test each of the hypotheses. Some of the variables tested include appraisal basis (trait or behavioral based), appraisal frequency, if the appraisals were rated by more than one evaluator, and if an accountability mechanism was implemented. Race and age discrimination were the main forms of discrimination focused on in this study. The expected outcome of these tests is that race and age discrimination cases are harder to win in court. Furthermore, the inclusion of certain variables in the appraisal process, such as behavioral based appraisals or accountability mechanisms, will make case decisions in favor of the employer more likely.