| Does salary discussion hurt the developmental performance appraisal? |
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| 收稿时间： | 1984-12-03 |
Does salary discussion hurt the developmental performance appraisal? |
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| J. Bruce Prince,Edward E. Lawler, III. Does salary discussion hurt the developmental performance appraisal?[J]. Organizational behavior and human decision processes, 1986, 37(3): 357-375. DOI: 10.1016/0749-5978(86)90035-X |
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| Authors: | J. Bruce Prince Edward E. Lawler III |
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| Affiliation: | 1. Division of Cardiology, Department of Internal Medicine, Chungnam National University Hospital, Chungnam National University School of Medicine, Daejeon, Republic of Korea;2. Division of Cardiology, Department of Internal Medicine, Kangbuk Samsung Medical Center, Sungkyunkwan University School of Medicine, Seoul, Republic of Korea;3. Division of Cardiology, Department of Internal Medicine, Heart Vascular Stroke Institute, Samsung Medical Center, Sungkyunkwan University School of Medicine, Seoul, Republic of Korea;1. Department of Psychology, Queen’s University, Kingston, Ontario, Canada;2. Centre for Neuroscience Studies, Queen’s University, Kingston, Ontario, Canada;3. Department of Biomedical and Molecular Sciences, Queen’s University, Kingston, Ontario, Canada;1. Korea Atomic Energy Research Institute, 989-111 Daedeok-daero, Yuseong-gu, Daejeon 34057, South Korea;2. Department of Mechanical Engineering, Korea Advanced Institute of Science and Technology, 291 Daehak-ro, Yuseong-gu, Daejeon 34141, South Korea;3. School of Mechanical Engineering, University of the Witwatersrand, Johannesburg, Private Bag 3, Wits 2050, South Africa;1. Associate Professor, Department of Oral and Maxillofacial Surgery, Louisiana State University Health Sciences Center, New Orleans, LA;2. Associate Professor, Department of Oral and Maxillofacial Surgery, Louisiana State University Health Sciences Center, New Orleans, LA;3. Current Fellow, Oral, Head and Neck Oncology and Microvascular Reconstructive Surgery, Head and Neck Surgical Associates, Portland, OR;4. Associate Professor, Department of Oral and Maxillofacial Surgery, Louisiana State University Health Sciences Center, New Orleans, LA;1. EötvösUniversity, Department of Astronomy, Budapest, Hungary;2. EötvösUniversity, Department of Geophysics and Space Science, Budapest, Hungary;1. Department of Psychology, Universidad de Jaén, 23071 Jaen, Spain;2. School of Psychology, Konrad Lorenz University, Colombia |
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| Abstract: | The “split roles of performance appraisal” perspective introduced by H. H. Meyer and associates in 1965 (H. H. Meyer, E. Kay, J. R. P. French, Jr. Harvard Business Review, 43, 123–129) argues that discussing salary has a negative impact on the developmental aspects of performance appraisal (PA). This research provides the first empirical evaluation of that proposition. Of key interest is the relationship between salary discussion and process characteristics (e.g., participation), content characteristics (e.g., work planning), and the outcomes (e.g., utility) of PA. Also, several contingency factors are investigated to see if they moderate the impact of discussing salary. The results indicate that salary discussion has either no impact or a positive impact on PA process, content, and outcomes. Of the five contingency factors, only performance level has a consistent moderating impact. Low performers, compared to high performers, evidence a stronger positive relationship between salary discussion and key PA variables. |
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