TY  - JOUR
AB  - Purpose The purpose of this paper is to test how an individual’s attractiveness to three types of appraisal systems relates to self-rated psychological entitlement and ethics; and constructs rated by others of: conscientiousness, extraversion and agreeableness.Design/methodology/approach A sample of 148 students in graduate-level business courses and matching close friends/significant others were surveyed. Data were analyzed using hierarchical regression and path analysis.Findings Path analysis indicated acceptable fit for the overall model of attractiveness to three appraisal types.Practical implications Advocates of forced distribution ranking systems (FDRS) suggest that such systems stimulate a high-talent culture and that achievers and strong performers are attracted to FDRS. In contrast, the findings suggest that FDRS are attractive to individuals with high levels of psychological entitlement and low levels of conscientiousness.Originality/value Advocates of FDRS and prior research have indicated that such systems reduce leniency bias and stimulate a high-performance and high-talent culture in which honesty is expected and poor performance is not tolerated. Others have found that high achievers and high performers are likely to find such systems attractive. The present study suggests that one downside of FDRS is its attractiveness to workers with low levels of conscientiousness and higher levels of psychological entitlement, which are two personality traits associated with lower levels of performance and a variety of negative outcomes.
VL  - 67
IS  - 7
SN  - 1741-0401
DO  - 10.1108/IJPPM-06-2017-0141
UR  - https://doi.org/10.1108/IJPPM-06-2017-0141
AU  - Thomason Stephanie J.
AU  - Brownlee Amy
AU  - Beekman Harris Amy
AU  - Rustogi Hemant
PY  - 2018
Y1  - 2018/01/01
TI  - Forced distribution systems and attracting top talent
T2  - International Journal of Productivity and Performance Management
PB  - Emerald Publishing Limited
SP  - 1171
EP  - 1191
Y2  - 2024/04/25
ER  -