Performance Evaluations Group 7: Cynthia Lam, Sawsan Nijmeh, Markus Li

Performance EvaluationsGroup 7: Cynthia Lam, Sawsan Nijmeh, Markus Li

The Social Context of Performance Appraisal and Appraisal Reactions: A Meta-AnalysisBy: Shaun Pichler

Cynthia Lam

PurposeHow the relationship quality, rating favorability, and appraisal participation

relate to appraisal reaction

MethodsMeta-Analysis Meta-analytic Structural Equation Model

Results

Take home message Management Training Programs

Create and maintain relationship with employeesGiving feedbackFair and consistent ratings

Performance Appraisal ProcessCriteria set, clear, and known 360 degree feedback

Examining the Role of Narrative Performance Appraisal Comments on Performance

By: Emily M. David

Sawsan Nijmeh

Key TermsNarrative Feedback

Interactional Justice

Favorability

Year-lagged Performance

Main PurposeQuality narrative feedback that is favorable and contains interactional justice

will ultimately lead to year-lagged performance.

Role of Emotion as a mechanism

MethodsPerformance appraisals + self-evaluations were collected and coded

according to the category of interest for each

Performance appraisals= favorability and interactional justiceSelf-evaluations= emotion

Second data set used in order to compare results

Results

Take HomeTrain managers on presenting narrative feedback in a dignified and

considerate fashion

Supervisory support:Mandating continuous coaching year roundMaking employees feel valued and cared about

Trusting the Fair Supervisor: The Role of Supervisory Support in Performance AppraisalsBy: Zinta S. Byrne, Virginia E. Pitts, Carolyn M. Wilson, and Zachary J. Steiner

Markus Li

Important Terms

Distributive Justice

Procedural Justice

Interpersonal Justice

Informational Justice

Perceived supervisory support (PSS)

Why It’s Important

Distinguish the difference between Organizational and Interactional justice

Easier to develop supportive supervisors rather than change organizational structure.

Trust in supervisor leads to:Lower absenteeism or turnover Higher performanceCommitment (Attitudes module)A healthy relationship at work and home (Employee health and wellness

module)

Method

Self-reported survey

Two sample groups: calibration and cross-validation

Questions assessed perceived supervisory support ‘During my last performance evaluation, my supervisor…’‘In general, my level of confidence that my supervisor…’

Results

Take Home Message

Hire managers and supervisors with empathetic skills

Foster a healthy and trusting relationship by supporting employees

Be upfront with expectations throughout the year

Have a formal due process for employees to review appraisals

Consistency!

Overall Take Home Message

Focus on management training programs that teaches how to give proper feedback

Be involved in subordinate’s lives

Build a dynamic superior-subordinate relationship