The Goldilocks Effect: The Relations between Perceived over, Under, and Correct Performance Appraisal Rating and Workplace Attitudes

Using a sample of 8,475 federal employees we present evidence and effect size estimates showing that employee-perceived over-rating and under-rating by the supervisor (compared to correct rating) have different effects on eleven workplace attitudes. Under-rating was more damaging to Engagement, camaraderie, and Self-Efficacy, while Over-rating was more damaging to Effort.