The role of interpersonal affective regard in supervisory performance ratings: A literature review and proposed causal model

A literature review reveals that supervisors' positive affective regard ('l iking') for subordinates is associated frequently with higher performance a ppraisal (PA) ratings, and with other findings such as greater halo, reduce d accuracy, a better interpersonal relationship, and a disinclination to pu nish poor performance. However, the interpretability of the empirical liter ature is weakened by a number of conceptual and methodological problems. Mo reover, most investigators have simply assumed that the effects of Liking c onstitute sources of bias in PAs, and the causal nature of the observed rel ationships needed to be clarified. Based on the review, nine causal hypothe ses constituting a model of 10 latent constructs with 17 paths are presente d. Each direct effect is characterized as representing either a relevant (v alid) influence, a source of bias, or as biased/valid contingent on the par ticular indicator or circumstances. Suggestions are made for integrating th e model with a developmental approach, and implications are drawn for emplo yment test validation and the investigation of test bias.