This study found that in the context of performance appraisal, when performance feedback indicating success or failure is provided, self-serving attributional phenomena emerge in ratees. Furthermore, the ratee's self-esteem as an individual difference variable and performance standards as a situational variable interact with the feedback to serve as moderating variables for the self-serving attributional phenomena. Meanwhile, the more ratees made stable attributions to internal factors such as ability or strategy, the greater the change in their expectations for subsequent performance. Additionally, in cases of success, the more internal attributions were made to ability, mental condition, and physical condition, the higher the feelings of satisfaction, pride, and happiness. In cases of failure, the more internal attributions were made to ability, the greater the feelings of shame, guilt, embarrassment, anger, and regret experienced. Attribution to effort did not show similar correlations with emotions. This study was conducted in a laboratory setting involving a proofreading task with 200 American university students as participants.