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The relationship between performance appraisal interval and employees' proactive working behavior - analysis based on
Frontiers in Psychology
|September 18, 2023
Summary
Shorter performance appraisal intervals (PAI) can boost employee initiative through a time-gain effect but may also increase uncertainty, causing a time-loss effect. Supervisor developmental feedback can optimize this relationship for better positive work behavior.
Area of Science:
- Organizational Behavior
- Human Resource Management
- Psychology
Background:
- Performance appraisal is a key motivator for employee initiative and work improvement.
- Organizations are shifting towards more frequent appraisals, necessitating research on their motivational impact.
Purpose of the Study:
- To investigate the relationship between performance appraisal interval (PAI) and positive work behavior (PWB).
- To explore the dual effects (time-gain and time-loss) of PAI on PWB using psychological momentum (PM) theory.
- To examine the moderating role of supervisor developmental feedback (SDF) on the PAI-PWB relationship.
Main Methods:
- Cross-level analysis of 622 employees across 57 teams.
- Utilized psychological momentum theory to model the effects of PAI.
- Investigated the moderating effect of supervisor developmental feedback.
Main Results:
- PAI had a positive, marginally decreasing effect on delay of gratification, indirectly increasing PWB (time-gain effect).
- PAI had a positive, marginally increasing effect on perceived uncertainty, indirectly decreasing PWB (time-loss effect).
- An inverted U-shape effect of PAI on PWB was observed, moderated by supervisor developmental feedback.
Conclusions:
- The study advances the application of PM theory in performance appraisal research.
- It offers insights into employee proactivity from organizational time mechanisms.
- Provides a theoretical basis for using developmental feedback to optimize performance appraisal strategies.
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