Performance appraisal participation, goal setting and feedback: the influence of supervisory style

Article Abstract:

Employee appraisal acceptance is higher and appraisal interview and counseling are more effective when the participatory, goal oriented, high feedback (PGF) style of evaluation is used. The PGF is also proved to have a positive effect on the perceived rater's efficacy, evaluation satisfaction, and motivation and productivity. More research is needed on the relationship between raters and ratees to determine the differences between appraisal styles and what causes these differences. Research should also determine if training can change supervisory styles.

Employee Evaluation, Research, Management, Employee motivation, Goal setting, Feedback (Psychology), Feedback (Communication)

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Linkages between performance appraisal system effectiveness and rater and ratee acceptance

Article Abstract:

The relationship between the perceived effectiveness of the performance appraisal systems and the perceived attitudes of the rater and ratee are examined. The data used was gathered through a national mail survey of municipal government officials who administered performance appraisal systems. The sample consisted of 314 respondents. Findings indicate that the perceived rater and ratee acceptance directly influence the perceived effectiveness of the performance appraisal system.

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Developmental performance appraisal in municipal government: an antidote for a deadly disease?

Article Abstract:

The effect of developmental performance appraisal on the quality of information obtained for administrative decision-making by municipal personnel managers was examined. The results show that developmentally oriented and procedurally fair performance appraisal systems ensure high-quality information for municipal government personnel decision-making.

Human resource management, Municipal government

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