| Summary: | 碩士 === 國立中央大學 === 人力資源管理研究所 === 98 === If performance appraisal systems exists rating bias, it has negative effects on not only employees’ working incentive but also enterprises’ human resources practices. Therefore, it will affect the function of performance appraisal. In order to avoid the situation happened, the main focus on this study is to find out ways to improving the accuracy of performance rating, including raters’ accountability and frame of reference training. In this study, forty-four managers with performance appraisal experience form the hospital were assigned to accountability and no accountability condition and either FOR training and no FOR training. Results showed that when raters who were asked to take raters’ accountability provided less halo effect, and raters trained by FOR training provided higher rating accuracy. Furthermore, raters who were taken accountability and trained by FOR training provided less rating leniency. The study results also provide some empirical implications.
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