Search research articles

ABOUT JoVE

Overview Leadership Blog JoVE Help Center

AUTHORS

Publishing Process Editorial Board Scope & Policies Peer Review FAQ Submit

LIBRARIANS

Testimonials Subscriptions Access Resources Library Advisory Board FAQ

RESEARCH

JoVE Journal Methods Collections JoVE Encyclopedia of Experiments Archive

EDUCATION

JoVE Core JoVE Business JoVE Science Education JoVE Lab Manual Faculty Resource Center Faculty Site

Terms & Conditions of Use

Search research articles

Related Experiment Videos

Performance evaluation alternatives.

S C Bushardt¹, A R Fowler

¹University of Southern Mississippi, Hattiesburg.

The Journal of Nursing Administration

|October 1, 1988

Summary

This summary is machine-generated.

Related Concept Videos

You might also read

Related Articles

Articles linked to this work by shared authors, journal, and citation graph.

Sort by

Same author

Orogen styles in the East African Orogen: A review of the Neoproterozoic to Cambrian tectonic evolution.

Journal of African earth sciences (Oxford, England : 1994)·2016

Same author

Retaining nurses through conflict resolution. Training staff to confront problems and communicate openly can improve the work climate.

Health progress (Saint Louis, Mo.)·1993

Same author

An examination of leadership style and its relevance to shift work in an organizational setting.

Health care management review·1993

Same author

A paradigm for effective resolution of interpersonal conflict.

Nursing management·1990

Same author

Managerial success: sex-role behavior and nursing leadership.

Today's OR nurse·1988

Same author

Interpersonal conflict: strategies and guidelines for resolution.

Journal (American Medical Record Association)·1985

Same journal

The CNO-CFO Dyad: A Strategic Driver of Organizational Performance.

The Journal of nursing administration·2026

Same journal

Elements of Effective Professional Governance: An Integrative Review.

The Journal of nursing administration·2026

Same journal

New Nurse Well-Being: Implications for Retention, Job Satisfaction, and Patient Safety.

The Journal of nursing administration·2026

Same journal

Virtual Nursing Programs in Acute Care Settings: A Scoping Review of Patient, Nurse, and System-Level Outcomes.

The Journal of nursing administration·2026

Same journal

Occupational Fatigue and Cognitive Performance Among Front-Line Nurse Leaders: The Interplay of Personal and Work Factors.

The Journal of nursing administration·2026

Same journal

Enhancing Resilience and Well-Being Among Nurse Leaders: A Randomized Controlled Trial of Mindfulness and Narrative Interventions.

The Journal of nursing administration·2026

See all related articles

Behaviorally oriented evaluation systems, though costly to develop, offer superior, job-specific performance assessments. These systems focus on observable behaviors, enhancing fairness and aiding employee development.

Area of Science:

Human Resources
Organizational Psychology
Performance Management

Background:

Traditional performance evaluations can be subjective and perceived as personal attacks.
Developing tailored instruments for each job role presents a significant challenge.

Purpose of the Study:

To evaluate the advantages and disadvantages of behaviorally oriented performance appraisal systems.
To explore the impact of job-specific, behavior-focused evaluations on employee perception and performance improvement.

Main Methods:

Analysis of the development costs and implementation requirements for behaviorally oriented evaluation instruments.
Comparison of behaviorally oriented systems with other performance appraisal methods regarding objectivity and legal defensibility.

Related Experiment Videos

Main Results:

Behaviorally oriented systems require significant initial investment in instrument development, with unique tools needed for different job categories.
Once developed, these systems provide more accurate, job-related performance assessments that are less subjective and more legally sound.
Evaluations focused on specific behaviors, rather than general characteristics, are better received by employees and facilitate targeted performance improvement.

Conclusions:

Despite development challenges, behaviorally oriented evaluation systems yield superior results by focusing on job-specific behaviors.
These systems enhance fairness, improve legal defensibility, and provide a clearer path for employee development by identifying specific areas for improvement.