...Bilqees Ghani; Muhammad Abdur Rahman Malik; Khalid Rasheed Memon Purpose Research on the underlying mechanisms that transfer the effects of performance appraisal (PA) on employees’ behaviors and intentions remains scarce. The social exchange view of performance appraisal can be a source of deeper...

...), performance appraisal (PA) and perceived organizational fairness (POF) in the Iranian public sector. This research also seeks to answer this question: to what extent PSM confirmed in Western countries is generalizable to the Iranian public sector? Design/methodology/approach A survey of 779 employees...

... of 268 evaluations were collected and analyzed. Findings The analysis of the employee's performance appraisals provided by ratings and narrative comments indicates a low correlation between these assessments. The reasons for such low correlation include the qualitative assessments variability...

...Michelle Brown; Maria L. Kraimer; Virginia K. Bratton Purpose Using job demands–resources (JD–R) theory, the purpose of this paper is to investigate the role of job demands (difficult performance appraisal (PA) objectives) and job resources (performance feedback and leader member exchange (LMX...

...Melissa Tuytens; Geert Devos Purpose Performance appraisal is used internationally to improve employee performance, also in the educational field. However, doubts exist about the effectiveness of performance appraisal. This study aims to contribute by expanding the knowledge about important...

...Tingting Chen; Peiguan Wu; Kwok Leung Purpose The purpose of this paper is to examine the relationships of individual performance appraisal with appraisees' reactions towards their workgroups and the mechanisms underlying these relationships. Design/methodology/approach A questionnaire survey...

...Michelle Brown; Douglas Hyatt; John Benson Purpose The purpose of this paper is to examine the role of low quality performance appraisals (PA) on three human resource management outcomes (job satisfaction, organisational commitment and intention to quit). Design/methodology/approach Using data...

... into performance appraisals, and has implications for managers seeking to improve employees' ethical behaviors, and for researchers examining performance appraisals, cognition, ethics, and organizational processes. H2. Individual differences in ethical beliefs will moderate the effect of outcomes...

... that the relative number of race based discrimination claims did not changed substantially through 1999. Careers Performance appraisal Ethnic groups Social inclusion Racial discrimination United States of America © Emerald Group Publishing Limited 2009 One might associate this proposed bias...

..., as manager and employee reactions may differ. © Emerald Group Publishing Limited 2008 Employee development Performance appraisal Coaching 360‐degree feedback Development, training and resulting learning in organisations are vital to individual and organisational survival. Employees...

...Bård Kuvaas Purpose It is often suggested that in order for performance appraisal to positively influence employee behaviour, employees must experience positive appraisal reactions. The purpose of the present study is to examine two different models of the relationship between employee perceptions...

... effectiveness. Originality/value The paper makes a modest contribution to both theory and practice from the perspective of managerial cognitions about the entire appraisal systems using a method originating from clinical psychology. Performance management systems Performance appraisal Management...

...Eunmi Chang; Juhee Hahn Purpose To examine the effect of pay‐for‐performance on distributive justice and the moderating effect of commitment performance appraisal in the case of Korean employees. Design/methodology/approach Data were collected from 28 companies and 656 employees. Moderated...

...June M.L. Poon There is evidence that performance ratings are often manipulated for political purposes. The present study examined the effects of employees' perceptions of political motives in performance appraisal on their job satisfaction and intention to quit using survey data from...

... performance appraisal research has tended to overemphasize cognitive elements in the rating process, researchers are increasingly confident that affect plays a key role in understanding the rating process. It is likely, for example, that an affective reaction varying along the like‐dislike continuum...

... are characterised by technical elements attached to positions, appraising processes or financial compensation are induced more by socio‐cultural factors (e.g. Lu and Björkman, 1997). Indeed, in particular the introduction of performance appraisal systems and performance‐oriented pay is deemed problematic in Sino...

...Paul S. Hempel Multinational corporations operating in Greater China need to continue improving employee performance levels, but Western style performance appraisals might not be the right answer. This paper examines some of the differences in the ways that Chinese and Western managers view...

...) Incentives Performance‐related pay Performance appraisal Pharmaceutical industry R&D Scientists The UK pharmaceutical industry has been successful to a degree that must be the envy of many other sectors. However, the picture today is one of heightening competition, with government cost...

...Tom Redman; Brian P. Mathews Examines managers′ attitudes to the use of upward and the more traditional downward performance appraisal systems. The results are drawn from a survey of UK managers. Finds that upward appraisal is viewed as being generally less acceptable than “traditional”appraisal...

...‐west of England, which employed 650 staff at two main sites and at small outpost offices. The performance appraisal scheme was one of a number of activities initiated by the chief executive in the human resource management area. This scheme was launched in a company, and an industry, which had seen...