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A. Shrivastava 《International Journal of Human Resource Management》2013,24(3):632-647
Performance appraisal is the most critical human resource practice and an indispensable part of every organization; however, the practice continues to generate dissatisfaction among employees and is often viewed as unfair and ineffective. Indian banking sector is one of the biggest and fastest growing financial service sectors. The post-liberalization era has witnessed significant changes in the structure and operations of banks operating in India. Arrival of new private and foreign banks has given a cause to public sector banks to be more competitive, effective and innovative in their approach. Past researches have compared public and private sector banks and have indicated that new private sector banks are outscoring public sector banks in terms of technical and economic efficiency parameters. However, no study could be found that compared public and private banks in India on fairness perceptions of performance appraisal system. Therefore, this research studied the differences between public and private sector banks with respect to perception of fairness of the performance appraisal system and performance appraisal satisfaction. Perception of fairness of the performance appraisal system has been studied through nine factors. The study used independent samples t-test and qualitative analysis to study the mean differences between the two banks. Results indicated that private sector bank employees perceive greater fairness and satisfaction with their performance appraisal system as compared to public sector bank employees. 相似文献
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Caryn L. Beck-Dudley Glenn M. McEvoy 《Employee Responsibilities and Rights Journal》1991,4(2):149-163
Performance appraisals have been reviewed by courts when there is an allegation they were used in a discriminatory manner. This article evaluates several federal court cases where performance appraisals were at issue. This analysis leads to the conclusion that courts give very little direction to employers and employees as to whether a particular type of performance appraisal system will withstand judicial scrutiny. 相似文献
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Patrick Kampkötter 《International Journal of Human Resource Management》2017,28(5):750-774
The research in this article is focused on formal performance appraisals (PA), one of the most important human resource management practices in firms. In detail, the study analyzes the effect of PAs on employees’ overall job satisfaction. We are able to differentiate between appraisals that are linked to monetary outcomes, such as bonus payments and promotions, and appraisals that have no monetary consequences. Building on a representative, longitudinal sample of around 10,500 German employees, we apply fixed effects regressions that allow us to more closely estimate the causal effect of appraisals on job satisfaction compared to previous cross-sectional studies. We find a significantly positive effect of PAs on job satisfaction, which is primarily driven by appraisals linked to monetary outcomes. The results demonstrate that PAs linked to monetary outcomes are a powerful HR management tool that is appreciated by employees. Furthermore, we explore the moderating effects of personality traits (Big Five, locus of control) on the relationship between PAs and job satisfaction. The results show that if tangible benefits cannot be provided or are not tied to the assessment procedure, the use of appraisals with no monetary consequences can be detrimental for open-minded and self-determined employees, as appraisals could then potentially raise expectations that are not fulfilled. Theoretical and practical implications of these results are discussed. 相似文献
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文章对绩效管理中的各种矛盾与冲突进行了分析、归纳,并从多个层面对矛盾冲突的产生原因进行了深层次的剖析,提出了解决矛盾冲突的方法与对策,对企业绩效管理实施效果的改进有一定的借鉴意义。 相似文献
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Workers' rewards and career perspectives often depend on how their supervisors perceive their performance. However, evaluating a worker's performance is often difficult. We develop a model in which a worker is uncertain about his own performance and about his supervisor's ability to assess him. The supervisor gives the worker a performance appraisal aiming to affect both the worker's self‐perception and his own credibility in assessing the performance. We examine how performance appraisals affect the worker's future performance. Our model's predictions are consistent with empirical findings. Supervisors give, on average, “too” positive appraisals, and both positive and negative feedback can (de)motivate workers. 相似文献
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运用PDCA循环改进绩效考核的方案设计 总被引:9,自引:0,他引:9
绩效考核是企业经营管理的重要内容之一。本文指出了当前企业考核中普遍存在的问题,并将绩效考核作为一种系统管理工具。结合PDCA循环思想,提出了创建有效考核的一系列措施。 相似文献
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Stéphane Brutus Clive Fletcher Caroline Baldry 《International Journal of Human Resource Management》2013,24(9):1999-2011
This paper extends current knowledge on the use of performance evaluations in organizations by investigating the influence of self-construal on rater self-efficacy. Results from a survey completed by 105 experienced managers indicate that independent self-construal is related to various dimensions of rater self-efficacy. Moreover, experience with appraisals was found to moderate these relationships. The implications of these findings for the research and the practice of performance appraisal are discussed. 相似文献
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为了考核专线运输绩效,提高公司经营效率,在分析专线运输绩效指标体系的前提下,建立了基于层次分析法和模糊评价法的绩效考核模型,该模型为专线运输的绩效考核提供了一个更为科学、合理的方法。 相似文献
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本文分析了物流绩效评价的重要性和迫切性,根据物流绩效评价的要求和特点构建了物流绩效评价指标体系,并且采用模糊综合评价方法对物流绩效进行科学有效的评价。 相似文献
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Regina Ferreira Bento Lourdes Ferreira White Susan Rawson Zacur 《International Journal of Human Resource Management》2013,24(15):3196-3224
We propose a theoretical model to study the effect of obesity stigma on performance appraisal. The model draws from the appraisal, obesity, stigmatization, and prejudice literatures to examine three sets of factors: individual factors in the appraiser(s) and the obese appraisee; factors in performance appraisal; and contextual factors. According to the model, these factors make it easier or harder for obesity stigma to affect the performance appraisal of obese employees, potentially biasing the process and resulting in discrimination. While examining the interplay of forces that facilitate or inhibit the expression of obesity stigma in the affective, cognitive, and behavioral responses of appraisers, we introduce the concept of ‘aversive weightism’. This concept enhances understanding of the tensions between the ethos of objectivity in performance appraisal and the deeply rooted, often unconscious influences of societal prejudice and stigma against obesity. We conclude with implications for research and practice. 相似文献
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Haiying Kang 《International Journal of Human Resource Management》2016,27(3):291-310
International performance appraisal of multinational enterprises (MNEs) in foreign subsidiaries has received inadequate research attention. The current study investigates the international performance appraisal practices, including procedures and methods, criteria and feedback, of South Korean MNEs in China and the extent to which these practices are localized or/and ethnocentric. Results of analyzing the in-depth interviews with local and expatriate managers show South Korean MNEs tend to adopt an ethnocentric approach to managing performance appraisals for expatriates and an integrative approach for host country-nationals by transferring their home appraisal practices to their Chinese subsidiaries. These approaches can be attributed to relative strength effects, i.e. the relative economic strengths and contextual differences between China and South Korea. This study adds to the knowledge base of how MNEs manage performance appraisals in their foreign subsidiaries. 相似文献
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邱凌云 《北京市经济管理干部学院学报》2013,(4):67-71
科研绩效考核既是高职院校科研管理工作的组成部分,也是贯穿科研管理全过程的重要支柱。目前高职院校的科研绩效管理普遍存在考核内容单一、缺少导向性、重量不重质等问题,未能充分体现科研绩效管理应有的作用与价值。为此,本文参照绩效管理中的SMART原则,对高职院校的科研绩效考核内容进行系统设置。 相似文献
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本文对构建多元的中职德育课学生成绩评价体系进行了探索,力图建立较合理的中职德育课学生学业评价体系,帮助学生健康成长,达到德育课的教学目的。 相似文献
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Jerald Greenberg 《Employee Responsibilities and Rights Journal》1991,4(1):51-60
Based on the post hoc sorting of the narrative comments given by supervisors of their subordinates' performance, four major substantive categories of performance explanations emerged. Explanations focusing on the meritorious aspects of performance were typically used to explain high ratings, and apologies typically accompanied the administration of low ratings. Average ratings typically received no explanation. Perceived as fairest were ratings that enhanced the subordinate's self-image. The present results demonstrate the importance of explanations in enhancing perceptions of fairness. 相似文献
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Melissa Tuytens Geert Devos 《International Journal of Human Resource Management》2013,24(15):3047-3062
In this study, the relationship between procedural justice, charismatic leadership and feedback reactions (i.e. perceived feedback utility and feedback accuracy) is investigated. We conducted both regression analyses and path analyses (n = 299) to establish whether there is a moderating or mediating effect of charismatic leadership in the relationship between procedural justice and feedback reactions of teachers. Our results indicate there is a mediating effect of charismatic leadership. This demonstrates that besides the appraisal system, charismatic leadership is important for feedback reactions. Hence, supervisors should take into account that they have an important function to fulfill when conducting performance appraisals and not see performance appraisal as just another perfunctory system in human resource management. 相似文献
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绩效考核是事业单位人事管理工作的重要组成部分,完善的绩效考核制度是进行有效薪酬管理的前提条件。本文从本单位实际出发,提出绩效考核在实际操作中的一些建议。 相似文献