Research

By M. Audrey Korsgaard - This study examined the role of subordinate voice in creating positive attitudes in the performance appraisal context. Two aspects of voice, instrumental and non-instrumental, were assessed. Both aspects of voice were related to satisfaction with the appraisal, while only non-instrumental voice had an impact on attitudes toward the manager. Implications for procedural justice and performance appraisal are discussed (Added: 11-Feb-2005 Hits: 465 )

By PeopleIQ - 96 percent of employees, mangers and CEOs agree that performance appraisals should differentiate high and low performers. But only 18 percent agree that their current system actually does differentiate high and low performers. That's one of the results of a survey done about performance management and appraisal. See the rest. (Added: 28-Jun-2006 Hits: 531 )

By Charles E. Lance - Few studies on the latent structure of job performance measures have been grounded in a theory of job performance (Waldman and Spangler, 1989) or of performance rating (Landy and Farr, 1980, 1983). The purpose of this study was to contribute to the understanding of the underlying structure of performance rating data in this regard by deriving and testing a structural model of performance rating data based on Wherry's (1952) theory of rating. (Added: 11-Feb-2005 Hits: 588 )

By Jeffrey Sugerman - Pretty soon we’ll all be asked to complete our annual rite of passage. It’s the thing we dread most; we quake in our cubicles, we talk about in hushed tones around the coffee maker, yet we dare not speak its name: The Annual Performance Review. Everyone hates performance reviews, right? Wrong. Positive Overall We asked 6,489 recent training participants about performance reviews. In this group, 94 percent said their feedback was positive; 87 percent said the review accurately described their performance and behavior; 84 percent of respondents said that their review was useful. Overall, 90 percent said they were glad the review was included as part of their job. (Added: 22-Oct-2010 Hits: 358 )

By Robert D. Bretz Jr., Cornell University - This review of the literature spreads light on the state of performance appraisal, and includes references and citations. While undertaken in 1992, still a valuable resource. (Added: 14-Dec-2006 Hits: 657 )

By na - Research does not fully support the assumptions of generational theory, and advocates admit its shortcomings. The assumption that individuals are more impressionable earlier in life is supported, but the assumptions that the core personality does not change and that all generation members experience the same early events in the same way are not fully supported. 2. Sociologists have noted the concept's limited applicability to minorities, recent immigrants, and women. 3. Research by generational proponents is not published in academic journals, an indication to experts that the concept is a fad, lacking long-term value. (Added: 13-Apr-2010 Hits: 283 )

By Kin Fai Ellick Wong, Jessica Y.Y. Kwong - A group of employees is up for appraisal by a three-member panel of managers, but when the managers present their evaluations their views differ widely. Past research has regard this as rating errors, suggesting that this may be due to either (a) people are not able to make perfect evaluation, or (b) the evaluation tools are not designed good enough. The present research, however, suggests that managers may intentionally create the errors in order to achieve different goals. Kin Fai Ellick Wong of HKUST and his co-author Jessica Y.Y. Kwong have studied the issue, contributing empirical evidence to what has largely been a theoretical debate. They focused on situations where raters have to evaluate several ratees. (Added: 27-Nov-2009 Hits: 237 )