Application of the means-end theoretic for understanding the cognitive bases of performance appraisal

Applicability of means-end theory to the area of performance appraisal was tested in a sample of 22 nurse supervisors. Individual interviews were conducted which employed triadic sorting and laddering procedures in order to identify cognitive concepts most salient to performance rating. These concepts were classified according to level of abstraction—attribute, consequence, or value. This classification served as the basis for construction of a summary cognitive map of the performance appraisal process for this sample. Cognitive differentiation analysis revealed that, on average, value level concepts accounted for significant variance in performance judgments over and above that which was accounted for by attributes and consequences. Conclusions include an argument for further investigaton of personal values and their effects on the performance appraisal process.