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Performance appraisal process and system facets: relationship with contextual performance.

H M Findley1, W F Giles, K W Mossholder

  • 1Department of Management, Troy State University, USA.

The Journal of Applied Psychology
|August 19, 2000
PubMed
Summary

Supervisor-employee interactions during performance appraisal impact contextual performance. Appraisal process facets significantly influence employee contextual performance and accuracy perceptions more than system facets.

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Area of Science:

  • Organizational Psychology
  • Human Resource Management

Background:

  • Performance appraisal interactions extend beyond task completion.
  • Social and interpersonal dynamics in appraisals affect contextual performance.

Purpose of the Study:

  • To investigate the influence of performance appraisal processes and systems on contextual performance.
  • To examine the association between appraisal facets and perceived accuracy.

Main Methods:

  • Statistical analysis controlling for relevant variables.
  • Examined the unique variance explained by appraisal process and system facets.

Main Results:

  • Appraisal process facets explained variance in contextual performance and perceived accuracy beyond system facets.

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  • System facets explained additional variance in perceived accuracy only when entered after process facets.

    • Conclusions:

    • Performance appraisal process is a key driver of contextual performance.
    • Both process and system facets are important for perceived appraisal accuracy, with process facets having a more direct impact on contextual performance.