{"title":"流行病期间的表现反馈——(社交)与反馈保持距离?","authors":"Shana Mertens, Eveline Schollaert","doi":"10.1027/1866-5888/a000317","DOIUrl":null,"url":null,"abstract":"Abstract. Debate over performance management (PM) is at an all-time high. However, little is known about PM and feedback when employees work from home. In this qualitative study, we interview 45 human resources (HR) managers to clarify how PM practices in organizations may have transformed during the COVID-19 pandemic and accompanying teleworking measures. Based on the interviews, organizations were categorized according to their pre-COVID-19 PM approach (i.e., formal, informal, both). HR managers of organizations that applied both formal and informal PM practices indicated that they felt they could adapt to the rapidly changing environment most easily. Moreover, these organizations provided employees with digital tools and training. Since hybrid working will remain relevant post-COVID-19, we identify future research propositions and practical recommendations.","PeriodicalId":46765,"journal":{"name":"Journal of Personnel Psychology","volume":" ","pages":""},"PeriodicalIF":2.2000,"publicationDate":"2023-03-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"Performance Feedback During a Pandemic – (Social) Distancing from Feedback?\",\"authors\":\"Shana Mertens, Eveline Schollaert\",\"doi\":\"10.1027/1866-5888/a000317\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"Abstract. Debate over performance management (PM) is at an all-time high. However, little is known about PM and feedback when employees work from home. In this qualitative study, we interview 45 human resources (HR) managers to clarify how PM practices in organizations may have transformed during the COVID-19 pandemic and accompanying teleworking measures. Based on the interviews, organizations were categorized according to their pre-COVID-19 PM approach (i.e., formal, informal, both). HR managers of organizations that applied both formal and informal PM practices indicated that they felt they could adapt to the rapidly changing environment most easily. Moreover, these organizations provided employees with digital tools and training. Since hybrid working will remain relevant post-COVID-19, we identify future research propositions and practical recommendations.\",\"PeriodicalId\":46765,\"journal\":{\"name\":\"Journal of Personnel Psychology\",\"volume\":\" \",\"pages\":\"\"},\"PeriodicalIF\":2.2000,\"publicationDate\":\"2023-03-08\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Personnel Psychology\",\"FirstCategoryId\":\"102\",\"ListUrlMain\":\"https://doi.org/10.1027/1866-5888/a000317\",\"RegionNum\":4,\"RegionCategory\":\"心理学\",\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q2\",\"JCRName\":\"PSYCHOLOGY, APPLIED\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Personnel Psychology","FirstCategoryId":"102","ListUrlMain":"https://doi.org/10.1027/1866-5888/a000317","RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}
Performance Feedback During a Pandemic – (Social) Distancing from Feedback?
Abstract. Debate over performance management (PM) is at an all-time high. However, little is known about PM and feedback when employees work from home. In this qualitative study, we interview 45 human resources (HR) managers to clarify how PM practices in organizations may have transformed during the COVID-19 pandemic and accompanying teleworking measures. Based on the interviews, organizations were categorized according to their pre-COVID-19 PM approach (i.e., formal, informal, both). HR managers of organizations that applied both formal and informal PM practices indicated that they felt they could adapt to the rapidly changing environment most easily. Moreover, these organizations provided employees with digital tools and training. Since hybrid working will remain relevant post-COVID-19, we identify future research propositions and practical recommendations.