Predictors of employee satisfaction with the performance appraisal process

Several studies have documented the importance of the performance appraisal interview in the appraisal process. However, interactions between the rater and ratee prior to the end of the performance evaluation period have been given little attention. The present study investigated the impact of several aspects of the appraisal process on three outcome measures: satisfaction with the appraisal process, fairness of ratings and motivation to improve performance. The findings suggest the importance of viewing the performance appraisal process from a systematic perspective, rather than as a single event.     

The effects of appraisal system redesign on perceptions of and satisfaction with performance appraisal: A quasi-experiment

A case study investigation of the effects of a change in a performance appraisal system was described. The nature of a recently implemented appraisal system was briefly outlined. Five hundred forty-seven employees of a 300-bed hospital returned mail questionnaires which asked them to respond to questions about the hospital's performance appraisal system. Two groups of employees were formed on the basis of their experience or lack of experience with the new system. It was found that the employees who had experience with the new system had more favorable perceptions of their supervisors' appraisal behaviors and were more satisfied with the appraisal process.     

Studying the emotion-antecedent appraisal process: An expert system approach

Abstract

The surprising convergence between independently developed appraisal theories of emotion elicitation and differentiation is briefly reviewed. It is argued that three problems are responsible for the lack of more widespread acceptance of such theories: (1) the criticism of excessive cognitivism raised by psychologists working on affective phenomena; (2) the lack of process orientation in linking appraisal to the complex unfolding of emotion episodes over time; and (3) the lack of consensus on the number and types of appraisal criteria between theorists in this domain. Although readers are referred to recent theoretical discussions and evidence from the neurosciences with respect to the first two issues, an empirical study using computerised experimentation is reported with respect to the third issue. Data obtained with an expert system based on Scherer's (1984a) “stimulus evaluation check” predictions show the feasibility of this approach in determining the number and types of appraisal criteria needed to explain emotion differentiation. It is suggested to use computer modelling and experimentation as a powerful tool to further theoretical development and collect pertinent data on the emotion-antecedent appraisal process.     

A cognitive view of the performance appraisal process: A model and research propositions

This paper presents a model of performance appraisal which focuses on the cognitive processes employed by a rater attempting to form an evaluation. The model describes the method by which a rater collects, encodes, stores, and later retrieves information from memory, and the method by which he or she weights and combines this information to form an evaluation which is converted to a rating on a scale. The model is based on diverse bodies of literature which share a social-cognitive orientation, and it forms the foundation for a number of testable research propositions.     

A study of system execution of performance appraisal

Dissatisfaction with traditional performance appraisal (PA) has led some organizations to eliminate formal reviews entirely and to substitute alternative methods of performance feedback, while other firms search for ways to improve the formal process. This study attempts to contribute to the ongoing debate about the future of PA by investigating the effects of an understudied aspect of the PA process: how well the PA system is executed by the supervisor. Our results indicate that system execution explains a significant amount of variance in intention to improve over and above a host of variables studied in previous PA studies, and that these effect sizes suggest clear practical significance.     

The clinical investigator-subject relationship: a contextual approach

Background  

The nature of the relationship between a clinical investigator and a research subject has generated considerable debate because the investigator occupies two distinct roles: clinician and scientist. As a clinician, the investigator has duties to provide the patient with optimal care and undivided loyalty. As a scientist, the investigator has duties to follow the rules, procedures and methods described in the protocol.     

Due process model of procedural justice in performance appraisal: promotion versus termination scenarios

In a laboratory study, 318 student participants (148 male, 169 female, and one who did not report sex; M age 25.0, SD = 6.0) in introductory organizational behavior classes responded to scenarios in which performance appraisal resulted in either employee promotion or termination. Each scenario had varying levels of three procedural justice criteria for performance appraisal. For both promotion and termination outcomes, analysis showed that, as the number of criteria increased, perceptions of procedural fairness increased. A comparison between the two outcomes showed that perceptions of fairness were significantly stronger for the promotion outcome than for termination.     

Performance structures: A psycholinguistic and linguistic appraisal

Two lines of research—one in psycholinguistics and one in linguistics—are combined to deal with a long-standing problem in both fields: why the “performance structures” of sentences (structures based on experimental data, such as pausing and parsing values) are not fully accountable for by linguistic theories of phrase structure. Two psycholinguistic algorithms that have been used to predict these structures are described and their limitations are examined. A third algorithm, based on the prosodic structures of sentences is then proposed and shown to be a far better predictor of performance structures. It is argued that the experimental data reflect aspects of the linguistic cognitive capacity, and that, in turn, linguistic theory can offer an illuminating account of the data. The prosodic model is shown to have a wider domain of application than temporal organization per se, accounting for parsing judgments as well as pausing performance, and reflecting aspects of syntactic and semantic structure as well as purely prosodic structure. Finally, the algorithm is discussed in light of language processing.     

An examination of raters' and ratees' preferences in process and feedback in performance appraisal

This paper examined the raters' and the ratees' preferences in Malaysia regarding the performance appraisal process and feedback. A total of 52 managers (raters) and 122 subordinates (ratees) participated. Analysis by t test and correlation showed significant differences between raters and the ratees on most factors. Ratees preferred to have more frequent appraisals than once a year and preferred to have more frequent feedback from the managers about their performance. Ratees' preference for the purpose of information on performance was towards salary increase, promotion, training, and career development whereas the raters gave more importance to training and career development.     

Distress and performance appraisal satisfaction

120 quality assurance engineers indicated how frequently job stressors, causing distress related to role ambiguity, role conflict, role overload, and career development, affected them at work. They also indicated their satisfaction with their most recent performance appraisal. Satisfaction with performance appraisal was significantly negatively correlated with each stressor.     

Effects of task performance and contextual performance on systemic rewards

Evidence from 2 samples of Air Force mechanics supported the hypothesis that contextual performance affects employees' career advancement and rewards over time. Results of hierarchical regressions controlling for experience showed task performance and contextual performance each predicted systemic rewards. Each facet explained separate variance in promotability ratings over 2 years. In both samples, contextual performance explained separate variance in informal rewards but task performance did not. Task performance explained incremental variance in career advancement 1 year later but contextual performance did not. Analyses using correlations corrected for unreliability suggest these results cannot be attributed to measurement error. Contextual performance still explained separate variance in informal rewards, and task performance explained distinct variance in career advancement a year later.     

An examination of employee perceptions of a subjective performance appraisal system

This study sought to identify factors related to employee perceptions of the accuracy of performance ratings they received using a subjective rating system. It also sought to determine if the relationship between these correlates and perceived fairness and accuracy was moderated by employee sex and/or race. The results were based on the analysis of items from questionnaires completed by 234 government employees whose job performance was rated on a graphic rating scale. A factor analysis of the predictor items yielded three factors. The first factor dealt with employees' confidence in their supervisors' qualifications to accurately rate their performance, the second with matters related to a discussion of appraisal outcomes (i.e., rewards and career progress), and the third with the relevance of the appraisal instrument. The measure of perceived fairness and accuracy was regressed onto scores derived for each of the three factors, plus a set of contrast variables representing the various race/sex groupings and a set of demographic variables (viz., job tenure, education level, and supervisory status). Factors 1 and 2, race, and supervisory status were found to be significantly related to perceived fairness and accuracy. Moreover, the relationship of the criterion with job tenure was moderated by race, that with factor 2 was moderated by sex. Management implications of these findings are discussed.     

EMA: A process model of appraisal dynamics

A computational model of emotion must explain both the rapid dynamics of some emotional reactions as well as the slower responses that follow deliberation. This is often addressed by positing multiple levels of appraisal processes such as fast pattern directed vs. slower deliberative appraisals. In our view, this confuses appraisal with inference. Rather, we argue for a single and automatic appraisal process that operates over a person’s interpretation of their relationship to the environment. Dynamics arise from perceptual and inferential processes operating on this interpretation (including deliberative and reactive processes). This article discusses current developments in a computational model of emotion processes and illustrates how a single-level model of appraisal obviates a multi-level approach within the context of modeling a naturalistic emotional situation.     

FIRO-B: factors and facets

10 FIRO-B intercorrelation matrices were factor analysed; one matrix was derived from new FIRO-B data, all the other matrices were found in the literature. The correlation matrices were also subjected to meta-analysis. The findings suggested that the four FIRO-B scales associated with Inclusion and Affection are facets of the ubiquitous interpersonal superfactor, Nurturance, but the two FIRO-B Control scales each express an orthogonal construct both of which relate to the super-factor, Dominance.     

Children's appraisal of their relationship with the teacher: Preliminary evidence for construct validity

Teacher–child relationships are increasingly considered as contexts for children's development. While teacher reports are mostly used to study the developmental consequences of the three attachment-based dimensions of closeness, conflict and dependency, children's perceptions are important too. This study evaluated the construct validity of the newly developed Child Appraisal of Relationship with Teacher Scale (CARTS). To this end, data from a special education sample of children with emotional and behavioural disorders (N = 82; M_age = 8.75) and from a general education sample (N = 145; M_age = 8.15) were used. Results supported the reliability and construct validity of the CARTS scales and showed that children's relationship perceptions as assessed with the CARTS were uniquely associated with their feelings about their teacher as measured with the Feelings About School. In addition, child-perceived closeness and conflict converged in expected directions with teacher-perceived closeness and especially conflict in the relationship, as measured with a questionnaire and a diary.     

Performance appraisal reactions: measurement, modeling, and method bias

In this study, the authors attempted to comprehensively examine the measurement of performance appraisal reactions. They first investigated how well the reaction scales, representative of those used in the field, measured their substantive constructs. A confirmatory factor analysis indicated that these scales did a favorable job of measuring appraisal reactions, with a few concerns. The authors also found that the data fit a higher order appraisal reactions model. In contrast, a nested model where the reaction constructs were operationalized as one general factor did not adequately fit the data. Finally, the authors tested the notion that self-report data are affectively driven for the specific case of appraisal reactions, using the techniques delineated by L. J. Williams, M. B. Gavin, and M. L. Williams (1996). Results indicated that neither positive nor negative affect presented method biases in the reaction measures, at either the measurement or construct levels.     

Exploring the relationship between facets of mindfulness and eating pathology in women

Although researchers have examined the efficacy of acceptance- and mindfulness-based interventions in the treatment of eating disorders, few studies have explored the association between trait mindfulness and eating pathology. Therefore, the purpose of the current investigation was to examine the unique associations between multiple facets of mindfulness (acting with awareness, nonreactivity, nonjudgment, describing, and observing) and eating pathology. Undergraduate women (N = 276) completed the Eating Attitudes Test-26, the Five Facet Mindfulness Questionnaire, and the 21-item version of the Depression Anxiety Stress Scales. A hierarchical regression analysis revealed that four mindfulness facets (awareness, nonreactivity, nonjudgment, and describing) were uniquely associated with eating pathology above and beyond anxiety and depression symptoms. Results are discussed with regard to the potential role of various facets of trait mindfulness in eating pathology as well as the possible utility of mindfulness-based treatments for eating disorders.     

Loving yourself abundantly: relationship of the narcissistic personality to self- and other perceptions of workplace deviance, leadership, and task and contextual performance

The authors report results from 2 studies assessing the extent to which narcissism is related to self- and other ratings of leadership, workplace deviance, and task and contextual performance. Study 1 results revealed that narcissism was related to enhanced self-ratings of leadership, even when controlling for the Big Five traits. Study 2 results also revealed that narcissism was related to enhanced leadership self-perceptions; indeed, whereas narcissism was significantly positively correlated with self-ratings of leadership, it was significantly negatively related to other ratings of leadership. Study 2 also revealed that narcissism was related to more favorable self-ratings of workplace deviance and contextual performance compared to other (supervisor) ratings. Finally, as hypothesized, narcissism was more strongly negatively related to contextual performance than to task performance.     

The heritability of conscientiousness facets and their relationship to IQ and academic achievement

The heritability of conscientiousness has been one of the least explored of the NEO PI domains. Here we focus on the facet scales of the conscientiousness domain, estimating both their heritability and their correlations with measures of IQ and academic achievement (Queensland Core Skills Test; QCST) in a sample of adolescent twins and their non-twin siblings. Our findings confirmed positive associations between IQ and the facets of Competence and Dutifulness (ranging 0.11–0.27), with academic achievement showing correlations of 0.27 and 0.15 with these same facets and 0.15 with Deliberation. All conscientiousness facets were influenced by genes (broad sense heritabilities ranging 0.18–0.49) and unique environment, but common environment was judged unimportant. A multivariate genetic analysis including Competence, Dutifulness, IQ (verbal, performance) and QCST scores showed that common variance was primarily explained by a general additive genetic factor (loadings ranging 0.15–0.84). Future multivariate genetic analysis which incorporates Openness to Experience dimensions may improve the interpretation of these findings.     

Divine freedom and creaturely suffering in process theology: A critical appraisal

The suffering of creatures experienced throughout evolutionary history provides some conceptual difficulties for theists who maintain that God is an all-good loving creator who chose to employ the processes associated with evolution to bring about life on this planet. Some theists vexed by this and other problems posed by the interface between religion and science have turned to process theology which provides a picture of a God who is dependent upon creation and unable to unilaterally intervene in the affairs of the world and avert suffering. In the present paper I seek to critique process theism, focusing on divine action and the aforementioned problem posed by evolutionary suffering. I show that the promise of a more compelling account of a loving God who suffers with creation advanced by the process theist is illusory. Rather, the process God is less dynamic than promised. And on such an account the freedom of both God and the world are significantly more circumscribed than one may find in other forms of theism.