Perceived purposes of performance appraisal: Correlates of individual‐ and position‐focused purposes on attitudinal outcomes
Perceived purposes of performance appraisal: Correlates of individual‐ and position‐focused purposes on attitudinal outcomes
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DOI：
10.1002/hrdq.1207
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发表时间：
2007-09
影响因子：
3.3
通讯作者：
Satoris S. Youngcourt;Pedro I. Leiva;Robert G. Jones
中科院分区：
文献类型：
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作者：
Satoris S. Youngcourt;Pedro I. Leiva;Robert G. Jones
传统上，考绩是针对个人的，服务于行政或发展目的。它们也可以服务于角色定义目的。这项研究试图确定并更广泛地定义绩效评估的目的，以包括这一角色定义目的。此外，这项研究考察了绩效评估的目的，即现任角色所感知的目的，而不是所述的组织目的。报告了这些感知目的与几种态度结果之间的关系，包括对绩效评估的满意度、工作满意度、情感承诺和角色模糊。来自599名零售服务业员工的数据被用来检验假设的关系。结果表明，支持一个由三个绩效评估目的组成的模型，该三个绩效评估目的与所审查的结果具有不同的关系，表明绩效评估的目的可能会影响受评人对其工作的看法和态度。
Performance appraisals have traditionally been directed at individuals, serving either an administrative or developmental purpose. They may serve a role definition purpose as well. This study sought to identify and more broadly define the purposes of performance appraisals to include this role definition purpose. Furthermore, this study examined purposes of performance appraisals as perceived by the role incumbent, as opposed to the stated organizational purposes. The relationships between these perceived purposes with several attitudinal outcomes, including satisfaction with the performance appraisal, job satisfaction, affective commitment, and role ambiguity, are reported. Data from 599 retail service employees were used to test the hypothesized relationships. Results suggested support for a model consisting of three performance appraisal purposes having differential relationships with the outcomes examined, suggesting the purpose of the performance appraisal may influence ratees' perceptions of and attitudes toward their jobs.