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The effect of implicit person theory on performance appraisals

机译：内隐人理论对绩效考核的影响

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Four studies examined whether implicit person theory (IPT) regarding the malleability of personal attributes (e.g., personality and ability) affects managers' acknowledgment of change in employee behavior. The extent to which managers held an incremental IPT was positively related to their recognition of both good (Study 1) and poor (Study 2) performance, relative to the employee behavior they initially observed. Incremental theorists' judgments were not anchored by their prior impressions (Study 3). In the 4th study, entity theorists who were randomly assigned to a self-persuasion training condition developed a significantly more incremental IPT. This change in IPT was maintained over a 6-week period and led to greater acknowledgment of an improvement in employee performance than was exhibited by entity theorists in the placebo control group.
机译：四项研究检查了关于个人属性（例如人格和能力）可塑性的内隐人理论（IPT）是否会影响经理对员工行为变化的认可。相对于最初观察到的员工行为，管理者进行IPT增量的程度与他们对良好（研究1）和较差（研究2）绩效的认识成正比。增量理论家的判断并不以他们先前的印象为基础（研究3）。在第四项研究中，被随机分配给自我劝说训练条件的实体理论家发展了更多的IPT。 IPT的这种变化在6周的时间内得以维持，并且比起安慰剂对照组中的实体理论家，其对员工绩效改善的认可更大。

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