Maximizing Performance Appraisal System Acceptance: Perspectives from Municipal Government Personnel Administrators

1994 ◽  
Vol 23 (4) ◽  
pp. 525-549 ◽  
Author(s):  
Gary E. Roberts
Keyword(s):  
Performance Appraisal ◽  
Municipal Government ◽  
Stepwise Multiple Regression ◽  
Employee Voice ◽  
Appraisal System ◽  
Feedback Information ◽  
Personnel Administrators ◽  
Performance Appraisal System ◽  
Employee Acceptance ◽  
System Acceptance

The variables that are associated with perceptions of performance appraisal system acceptance were investigated. Employee acceptance is a critical factor in the development of an effective system. The data were derived from a national survey of municipal government personnel administrators. Factor analysis was used to produce reliable and valid measures of employee voice (participation, goal setting and feedback), information validity and the dependent variables of employee acceptance. Stepwise multiple regression analysis was used to analyze the relationships. The results indicated that the systems that were perceived to haveeffectively deployed processes to implement voice and performance appraisal information validity were associated with a higher level of perceived employee performance appraisal system acceptance.

Barriers to Municipal Government Performance Appraisal Systems: Evidence from a Survey of Municipal Personnel Administrators

1994 ◽  
Vol 23 (2) ◽  
pp. 225-236 ◽  
Author(s):  
Gary E. Roberts
Keyword(s):  
Performance Appraisal ◽  
Municipal Government ◽  
National Sample ◽  
Turnover Rates ◽  
Appraisal System ◽  
Municipal Governments ◽  
Personnel Administrators ◽  
Performance Appraisal System ◽  
Appraisal Systems ◽  
A Performance

Performance appraisal systems are an important tool of personnel management, but not all municipalities utilize this technique. The study analyzed the major reasons why municipal governments do not implement a formal performance appraisal system. The data was derived from a national sample of municipal government personnel officers. The results indicate that the most important barriers were a lack of expertise in performance appraisal and insufficient resources to adequately support a system. Discriminate analysis showed that western and southern cities were more likely to utilize an appraisal system, while eastern cities were least likely. Other significant variables associated with existence of a performance appraisal system were a favorable labor relations climate and lower turnover rates. Implications for development of a performance appraisal system are discussed.

Employee Performance Appraisal System Participation: A Technique That Works

2003 ◽  
Vol 32 (1) ◽  
pp. 89-98 ◽  
Author(s):  
Gary E. Roberts
Keyword(s):  
Performance Appraisal ◽  
Employee Performance ◽  
Employee Voice ◽  
Appraisal System ◽  
Conceptual Foundation ◽  
Performance Appraisal System ◽  
Effective Performance ◽  
Available Information ◽  
Participatory Performance

Performance appraisal is one of the most complex and controversial human resource techniques. Participatory performance appraisal is an essential and proven attribute of an effective performance appraisal system. This article summarizes the conceptual foundation for participation including its intrinsic motivational value, the expansion of available information, and the opportunity to interject employee voice. The moderating role of goal setting and feedback in enhancing participation effectiveness is outlined. The article concludes with factors that attenuate the effectiveness of participation including lack of training, absence of rater accountability strategies, and organizational and supervisory resistance to honest subordinate feedback.

Employee Performance Appraisal System Participation: A Technique That Works

2002 ◽  
Vol 31 (3) ◽  
pp. 333-342 ◽  
Author(s):  
Gary E. Roberts
Keyword(s):  
Performance Appraisal ◽  
Employee Performance ◽  
Employee Voice ◽  
Appraisal System ◽  
Conceptual Foundation ◽  
Performance Appraisal System ◽  
Effective Performance ◽  
Available Information ◽  
Participatory Performance

A performance appraisal is one of the most complex, and controversial, human resource techniques. The participatory performance appraisal is an essential and proven attribute of an effective performance appraisal system. This article summarizes the conceptual foundation for participation including its intrinsic motivational value, the expansion of available information, and the opportunity to interject employee voice. The moderating role of goal setting and feedback in enhancing participation effectiveness is outlined. The article concludes with factors that attenuate the effectiveness of participation including lack of training, absence of rater accountability strategies, and organizational and supervisory resistance to honest subordinate feedback.

Municipal Government Performance Appraisal System Practices: Is the Whole Less Than the Sum of its Parts?

1995 ◽  
Vol 24 (2) ◽  
pp. 197-221 ◽  
Author(s):  
Gary E. Roberts
Keyword(s):  
Decision Making ◽  
Performance Appraisal ◽  
National Survey ◽  
Municipal Government ◽  
User Acceptance ◽  
System Structure ◽  
Government Performance ◽  
Appraisal System ◽  
Performance Appraisal System ◽  
Appraisal Systems

This article presents the results of a national survey of municipal government performance appraisal system practices based upon the responses of 240 personnel professionals. The survey focuses on appraisal system structure, the link between performance and personnel decision making, perceived user acceptance, and observations on the effectiveness of the appraisal system. The results indicate that most performance appraisal systems are designed in accordance with the literature. However, the administration of these systems is more problematic. Most systems are perceived to be somewhat effective in terms of the process of appraisal and the affects on motivation and productivity.

Municipal Government Personnel Professionals and Performance Appraisal: Is There a Consensus on the Characteristics of an Effective Appraisal System?

1996 ◽  
Vol 25 (3) ◽  
pp. 379-408 ◽  
Author(s):  
Gary E. Roberts ◽  
Thomas Pavlak
Keyword(s):  
Performance Appraisal ◽  
Municipal Government ◽  
System Development ◽  
National Sample ◽  
Appraisal System ◽  
System A ◽  
Performance Appraisal System ◽  
Personnel Manager ◽  
Effective Performance ◽  
And Performance

Personnel manager knowledge of the characteristics of an effective performance appraisal system is potentially an important factor in appraisal system development. The results of a national sample of municipal personnel professionals indicate that personnelists tend to agree with the performance appraisal literature regarding the essential attributes of an effective appraisal system. A discriminant analysis was performed to identify the characteristics differentiating respondents on their degree of agreement with the appraisal literature. The results demonstrate that personnelists who are less experienced are more likely to support the literature, but the model explained only a small portion of the variance. The most interesting substantive finding is that rater participation in the development of the system is deemed more important than employee participation.

The relationship between performance appraisal system and employees' voice behavior through the mediation-moderation mechanism

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Khalid Rasheed Memon ◽  
Bilqees Ghani
Keyword(s):  
Performance Appraisal ◽  
Psychological Empowerment ◽  
Vital Role ◽  
Voice Behavior ◽  
Perceived Fairness ◽  
Appraisal System ◽  
Empowering Leadership ◽  
Content Type ◽  
Performance Appraisal System ◽  
The Relationship

PurposeThe purpose of this study is to investigate and articulate the performance appraisal process as a tool, used for the development of voice behavior through the fostering of trustworthiness and empowering culture in the organization.Design/methodology/approachData has been collected through survey instruments, filled by employees and their coworkers. The study proposes and tests a new model based on the relationship between performance appraisal and voice behavior through the moderation-mediation mechanism. Data analysis has been performed using SEM through SMART PLS 3.FindingsResults show that a strong and positive relationship exists between performance appraisal and voice behavior through the mediating variable of psychological empowerment. The moderators, empowering leadership and perceived fairness have played vital role in boosting psychological empowerment and strengthening the relationship with performance appraisal.Research limitations/implicationsThe study presents the performance appraisal system as one of the antecedents of employees' voice behavior generated through psychological empowerment (mediator) and perceived fairness and empowering leadership (moderators) since the appraisal system is to be implemented through the leader.Originality/valueThe study presents a unique and innovative idea while it tries to explore and measure the different effects/impacts of the relationship between performance appraisal and voice behavior.

Sign in / Sign up

Export Citation Format

Share Document