Separating the Multiple Uses of Performance Appraisal; Clarity Out of Confusion?
AbstractThe multiple uses of performance appraisal (PA) have been the focus of much research, often yielding conflicting findings and conclusions. The objective of this study was to examine the effects of separating PA uses on employee attitudes and behavioral intentions. An untreated control group design was used to investigate the effects of removing the evaluation and disciplinary responsibility from the immediate supervisor and giving it to the supervisor once-removed. The premise being that the immediate supervisor is to act in a coaching or mentoring role, having little if any evaluative obligation to the employees they supervise. Results indicate that employees in the separated PA use group reported they were less likely to use development tools in the future compared to the control group. Limitations and implications are discussed.
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Bibliographic InfoPaper provided by Cornell - Center for Advanced Human Resource Studies in its series Papers with number 98-14.
Length: 38 pages
Date of creation: 1998
Date of revision:
Contact details of provider:
Postal: U.S.A.; Cornell University. Center for Advanced Human Resource Studies, IRL School. Ithaca, NY 14653-3901
PARFORMANCE APPRAISAL ; LABOUR MARKET;
Find related papers by JEL classification:
- J20 - Labor and Demographic Economics - - Demand and Supply of Labor - - - General
- J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
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