Unidimensional (global) vs. multidimensional composite performance appraisals of store managers

This study attempts to demonstrate: 1) that weighting performance dimensions produces evaluations very similar to the unweighted approach; 2) that “unidimensional” or “global” assessment based on employees' overall value to the firm produces results similar to the multidimensional approach. Both propositions were supported by the data employed in this study, providing encouragement to organizations using the simpler and less expensive “global” evaluations.