Performance Appraisal Participation, Goal Setting and Feedback

Abstract

THIS ARTICLE EXAMINES THE RELATIONSHIP OF EMPLOYEE PERFORMANCE APPRAISAL PARTICIPATION, GOAL SETTING, FEEDBACK (PGF) AND EMPLOYEE ACCEPTANCE ON KEY APPRAISAL RELATED OUTCOMES (RATER INTERVIEW EFFICACY, RATEE SATISFACTION, AND THE SYSTEM'S INFLUENCE ON EMPLOYEE MOTIVATION AND PRODUCTIVITY). THE RESULTS INDICATE THAT EMPLOYEE PGF EXERTS BOTH DIRECT AND INDIRECT EFFECTS ON THE OUTCOME VARIABLES. APPRAISAL ACCEPTANCE IS A KEY INTERVENING VARIABLE IN THE RELATIONSHIP OF PGF AND APPRAISAL OUTCOMES. HIGH PGF RATERS CULTIVATE HIGHER LEVELS OF ACCEPTANCE, PERCEPTIONS OF RATER EFFICACY IN CONDUCTING THE PERFORMANCE APPRAISAL INTERVIEW AND FAVORABLE EFFECTS ON RATEE MOTIVATION AND PRODUCTIVITY. APPRAISAL ACCEPTANCE, IN TURN, IS ASSOCIATED WITH GREATER LEVELS OF EMPLOYEE APPRAISAL SATISFACTION AND FAVORABLE OUTCOMES RELATED TO EMPLOYEE MOTIVATION AND PRODUCTIVITY. THE SAMPLE CONSISTS OF 191 MUNICIPAL EMPLOYEES DRAWN FROM A SMALL SOUTHEASTERN CITY. THE ARTICLE CONCLUDES WITH A NUMBER OF SUGGESTIONS FOR FUTURE RESEARCH.