绝望的时代需要绝望的措施吗?危机对绩效评估的影响

IF 2.9 4区 心理学 Q2 PSYCHOLOGY, APPLIED
Bret Sanner, Karoline Evans, D. Fernández
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引用次数: 0

摘要

摘要在危机期间,绩效评估可能会对组织和个人产生重大影响,但也可能因评分者认知过程中的缺陷而产生偏见。尽管在这一时期,绩效评估很重要,但只有很少的研究考察了危机如何影响绩效评级的认知过程。我们通过扩展反思性冲动模型来解决这一问题,以开发和测试一个理论模型,该模型显示人们如何评估危机期间的表现。由于危机会耗尽人们的认知资源,我们假设评分者在危机期间会对被评分者的任务能力形成不太准确的印象,并降低他们在绩效评分中对被评分人任务能力的权重。我们还假设,在危机期间,评分者会在绩效评分中更重视被评分者的团队满意度,因为评分者倾向于在危机期间使用人际影响作为启发式因素,并对团队满意度较高的成员感到更积极的人际影响。新冠肺炎危机之前和期间的住院人员和虚拟团队成员数据在很大程度上支持我们的假设。我们的研究结果回应了绩效评估文献中关于调查环境因素的呼吁;我们通过考察一个至关重要的环境因素的影响来做到这一点:危机。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Do Desperate Times Call for Desperate Measures? The Effect of Crises on Performance Appraisals
ABSTRACT Performance appraisals can have a large impact on organizations and individuals during crises, but they may also be biased by shortcomings in raters’ cognitive processes. Despite the importance of performance appraisals during such periods, only scant research has examined how crises affect cognitive processes in performance ratings. We address this by extending the reflective-impulsive model to develop and test a theoretical model that shows how people assess performance during a crisis. Because crises deplete people’s cognitive resources, we hypothesize that raters will form less accurate impressions of ratees’ task abilities during crises and reduce the weight they assign to ratees’ task abilities in performance ratings. We also hypothesize that raters will positively weight ratees’ team satisfaction more heavily in performance ratings during a crisis, because raters tend to use interpersonal affect as a heuristic during a crisis and feel more positive interpersonal affect toward members who are higher on team satisfaction. Data on members of in-person and virtual teams from before and during the COVID-19 crisis largely support our hypotheses. Our findings respond to calls in the performance appraisal literature to investigate environmental factors; we do so by examining the effect of a critically important environmental factor: a crisis.
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来源期刊
Human Performance
Human Performance PSYCHOLOGY, APPLIED-
CiteScore
4.30
自引率
0.00%
发文量
16
期刊介绍: Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.
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