Just how important are results? Rated importance and use of outcome information versus interpersonal cues in performance evaluation

While some studies have found that the use of inappropriate information--such as interpersonal liking--influences personnel evaluation, findings have been mixed. Little is known of the comparative perceived importance to the evaluator of objective outcome information or less accurate interpersonal cues in personnel evaluation. This study investigates the use of outcome information in the form of Balanced Score Card performance measures as well as interpersonal cues in the form of congruency with the stereotype of a good manager alongside their rank-ordered importance as an interaction term. It was found that while participants did strongly rely on the less appropriate stereotype congruency as a factor in both evaluation and bonus allocation decisions, BSC outcome information was rated as very important and utilized significantly in their evaluations as well.