Results 141 to 150 of about 227,633 (189)
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Information Resources Management Journal, 2020
The purpose of this study was to understand the relationship between employee performance appraisal systems, employee motivation, and employee job performance.
Bhawna Chahar
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The purpose of this study was to understand the relationship between employee performance appraisal systems, employee motivation, and employee job performance.
Bhawna Chahar
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SME employee performance appraisal formalization and trust in leadership change
The International Journal of Organizational Analysis, 2019Purpose This study aims to examine the influence of employee performance appraisal (PA) formalization on changes to one component of the employee–leadership social exchange relationship within the context of small and medium-sized enterprises (SMEs ...
Carrie A. Belsito +1 more
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Public Employees and Performance Appraisal
Review of Public Personnel Administration, 2014There is considerable agreement that organizations can benefit from using performance appraisal. Nevertheless, some studies find that both supervisors and employees have negative reactions to the process. This article addresses this contradiction by emphasizing the importance of cognitive aspects of performance appraisal.
Taehee Kim, Marc Holzer
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Employees' Perceptions of Performance Appraisal
Journal of Human Resources in Hospitality & Tourism, 2007ABSTRACT In spite of the importance of performance appraisal for hotels to evaluate their employees, the existing hospitality literature largely covers studies in Western countries only. Prior studies have rarely investigated the issue of performance appraisal in the context of China, the world's largest potential market for generating tourists and ...
Rob Law, Phoebe Tam
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The influence of employee performance appraisal cynicism on intent to quit and sportsmanship
Person-centered review, 2019Purpose Using job demands–resources (JD–R) theory, the purpose of this paper is to investigate the role of job demands (difficult performance appraisal (PA) objectives) and job resources (performance feedback and leader member exchange (LMX)) on ...
Michelle Brown +2 more
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PERFORMANCE APPRAISAL OF EMPLOYEES
2023Performance appraisal helps to measure the strengths and weaknesses of employees. Theperception of employees towards performance appraisal systems had been described in thispaper. It is observed from this study that performance motivates employees and it providesfeedback on their capabilities.
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Employee performance appraisals
Human Resource Management International Digest, 2019Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Traditional ritualistic annual appraisals
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FACTORS THAT BIAS EMPLOYEE PERFORMANCE APPRAISALS
Management Research News, 1993The fair evaluation of employees is crucial to the well being of the organisation, the manager and the employee. This article looks at four factors that have been shown to bias the appraisal process. These factors are the style of dress of the employee vis‐a‐vis the rater, the attributions made by both rater and ratee regarding performance, the prior ...
Francis X. Gibbons, Brian H. Kleiner
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ELECTRONIC EMPLOYEE PERFORMANCE APPRAISAL SYSTEM – PERSPECTIVE OF BANK EMPLOYEES
2023Abstract An Electronic Performance Appraisal System (EPAS) uses technology to monitor and track employee activities in the workplace. Organizations are increasingly adopting EPAS to enhance employee performance, improve organizational efficiency, and gather performance data through internet, email, and mobile devices.
J. NISHA, Dr. V. SUMATHY
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Constructive Performance Appraisal Feedback for Healthcare Employees
Hospital Topics, 1992For their own reasons, both healthcare managers and employees dislike performance evaluation interviews. Managers would rather avoid the role of appraiser, and employees often dispute the accuracy of their assessments. The resulting poorly handled interview often resembles a power struggle more than a performance review.
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