Publication Date

12-1-1997

Abstract

This research investigates how employee perceptions of performance appraisal use relate to employee satisfaction with the performance appraisal and with the appraiser—the employees’ immediate supervisor. Employee perceptions that appraisals were used for development positively associated with both attitudinal variables, after controlling for justice perceptions, performance, and demographics. Perceptions of PA use for evaluation did not show a significant relationship with either employee attitude. Implications of these findings are discussed.

Comments

Published in the Human Resource Development Quarterly, Fall 2000, Vol. 11, No. 3, 283-299.
Suggested Citation
Boswell, W. R. & Boudreau, J. W. (1997). Employee attitudinal effects of perceived performance appraisal use (CAHRS Working Paper #97-14). Ithaca, NY: Cornell University, School of Industrial and Labor Relations, Center for Advanced Human Resource Studies.
http://digitalcommons.ilr.cornell.edu/cahrswp/155