Person Characteristic Versus Role Congruency Explanations for Assessment Center Ratings

Abstract

The article presents information on the use of personal characteristics and the role congruency explanations for assessment center ratings. A discussion is presented about the moral and ethical implications of the explanations for development of a theory of managerial selection. Details related to the methods used in the study are presented. The author looks at performance ratings and rater bias in the evaluation of employees and the implications this bias has on management and employee morale.