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Identifying acceptable performance appraisal criteria: An international perspective
Author(s) -
Taormina Robert J.,
Gao Jennifer H.
Publication year - 2009
Publication title -
asia pacific journal of human resources
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 0.825
H-Index - 33
eISSN - 1744-7941
pISSN - 1038-4111
DOI - 10.1177/1038411108099292
Subject(s) - socialization , perspective (graphical) , psychology , performance appraisal , applied psychology , work (physics) , variety (cybernetics) , regression analysis , social psychology , multilevel model , management , computer science , artificial intelligence , economics , mechanical engineering , machine learning , engineering
The objective of this study was to identify valid performance appraisal (PA) criteria that are generally acceptable to employees and to determine whether organizational socialization is related to the acceptance of PA. Potential criteria were developed from both western and Chinese PA research and existing PA forms, and acceptance data were collected via questionnaires from 348 full‐time working employees in China. Mean scores on the PA items indicated very high acceptance, with factor analysis of the data yielding three factors, namely, Work dedication, Work efficiency, and Team work. The factors were then examined in relation to the four organizational socialization dimensions of Training, Understanding, Co‐worker support, and Future prospects, which were all significantly and positively correlated with acceptance of the three PA factors. Subsequent regression analyses revealed the socialization dimensions to be significant predictors of acceptance of the PA factors. The results confirmed that it is possible to identify PA criteria that are generally acceptable to employees from a variety of industries, and that organizational socialization can influence the acceptance of PA criteria.