Unwanted Recommendation

IF 1 4区 心理学 Q4 PSYCHOLOGY, APPLIED
Linda Loberg, Stephan Nüesch, Alexandra M. Allendorf
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引用次数: 0

Abstract

Abstract: In performance appraisal processes, corporations face the problem that the subjective ratings of employee performance tend to be largely biased toward being too favorable and too homogeneous. Drawing on prospect theory, we conceptualize below-average employee ratings as perceived losses and suggest that the proportion of such ratings increases under a recommended rating distribution because of a higher rating dispersion. The perceived losses may decrease employees’ organizational commitment, job satisfaction, and cooperation while increasing their turnover intentions. Using a large-scale, dual-source proprietary panel dataset from the German Federal Employment Agency, we show that a recommended distribution rating system is negatively related to organizational commitment, while job satisfaction, turnover intentions, and cooperation are unaffected when considering the whole sample. Post-hoc analyses reveal that the adverse effects appear in employees without managerial responsibility, while employees with managerial responsibility remain unaffected by the recommended distribution rating system.
不必要的建议
摘要:在绩效考核过程中,企业面临着对员工绩效的主观评价往往过于有利、过于同质化的问题。根据前景理论,我们将低于平均水平的员工评级概念化为感知损失,并建议在推荐的评级分布下,由于更高的评级分散,此类评级的比例会增加。感知损失会降低员工的组织承诺、工作满意度和合作度,同时增加员工的离职意愿。使用来自德国联邦就业局的大型、双源专有面板数据集,我们发现推荐分配评级系统与组织承诺负相关,而工作满意度、离职意向和合作在考虑整个样本时不受影响。事后分析表明,不利影响出现在没有管理责任的员工身上,而有管理责任的员工不受推荐分配评级制度的影响。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
2.50
自引率
8.30%
发文量
18
期刊介绍: In Kooperation mit der Sektion Arbeits-, Betriebs- und Organisationspsychologie im Berufsverband Deutscher Psychologen (BDP)
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