Newest Material Added To The Performance Management and Appraisal Reference Library

Performance Appraisal Research: A Critical Review of Work on The Social Context and Politics of Appraisal

By A Jenkins - This paper reviews existing literatures on the analysis of performance appraisal (PA) paying special attention to those which try to take into account the social context of appraisal systems and processes. The special place of political action within these processes is underlined and the different levels at which politics need to be considered in research are outlined. Research on politics is considered and shown to lack an adequate consideration of the social relations involved in the reciprocal interactions between PA tools and processes and users interpretation and manipulation of them. ^{Newest Additions} (Added: 9-Feb-2010 Hits: 172 )

The Relationship Between Performance Appraisal and Organizational Citizenship Behavior: The Mediating Role of Organizational Commitment

By Li Hai; Zhang Mian - The authors in this paper developed and tested a structural model in which organizational commitment mediates between performance appraisal and organizational citizenship behavior. The main findings are as follows. Firstly, performance appraisal including system and process facets had significant effect on organizational commitment. Secondly, organizational commitment leads to organizational citizenship behavior. Thirdly, organizational commitment plays fully mediating role between performance appraisal system and organizational citizenship behavior, and plays partially mediating role between performance appraisal process and organizational citizenship behavior. ^{Newest Additions} (Added: 9-Feb-2010 Hits: 119 )

Twenty Best Practices for Just Employee Performance Reviews Compensation and Benefits Review

By Richard Postuma - No description available. First page of journal article can be viewed. ^{Newest Additions} (Added: 9-Feb-2010 Hits: 126 )

Performance Appraisal: Maintaining System Effectiveness

By David C. Martin , Kathryn M. Bartol - Journal excerpt only. Required fee to view whole article: This article draws on relevant research and considers current major issues in framing suggestions for maintaining a performance appraisal system.(2) Collectively the major actions required to maintain a performance appraisal system can be divided into three major categories: controlling the system, monitoring the system and furnishing feedback to those who use the system. ^{Newest Additions} (Added: 9-Feb-2010 Hits: 100 )

Procedural fairness in performance appraisal: Beyond the review session

By William F. Giles, Henry M. Findley and Hubert S. Feild - Utilizing an organizational justice perspective, this cross-organizational study developed procedural fairness dimensions for the appraisal review session and two contextual domains of the performance appraisal process. The contextual domains were: (a) the structure, policies, and support characterizing the formal appraisal system, and (b) the appraisal-related interactions that occur throughout the year between supervisors and subordinates. In addition, relationships of the three procedural variable sets and their respective individual variables with three fairness (two distributive justice and one global) criteria were assessed. Procedures from the session and system domains were found to be most useful for predicting the fairness criteria. ^{Newest Additions} (Added: 9-Feb-2010 Hits: 124 )

PERFORMANCE APPRAISAL, PROMOTION AND THE COURTS: A CRITICAL REVIEW. 2006; Personnel Psychology

By LAWRENCE S. KLEIMAN - Twenty-three Title VII court cases were reviewed in order to determine the standards set by the courts in their assessment of performance appraisal systems when used as the basis for promotion decisions. The topics covered were adverse impact determination, the courts' adjudication strategy, and the evidence needed to justify the performance appraisal procedures. Among the major findings was the courts': (1) failure to adhere to the applicant flow technique of adverse impact determination, (2) interest in assessing performance appraisal systems regardless of their adverse impact, (3) ignorance regarding acceptable validation procedures, and (4) focus on objectivity in lieu of validity. The discussion offered suggestions to employers for developing a professionally sound and legally defensible appraisal system. ^{Newest Additions} (Added: 9-Feb-2010 Hits: 130 )