Content area
Abstract
The purpose of this research study was to investigate how affirmative action status affects performance appraisal ratings. Furthermore, the current research was also interested in how use of impression management strategies improve or worsen performance ratings when the strategies are used by affirmative action beneficiary.
The results indicated no significant main effect for the affirmative action status on the performance appraisal rating and no significant interaction between the affirmative action status and the impression management strategies. However, the significant main effect was found for the impression management strategies and the performance appraisal rating. The research participants rated the employees who used ingratiation significantly higher than the employees who used self-handicapping strategy.
