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Review of Public Personnel Administration
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Performance Appraisal Participation, Goal Setting and Feedback

The Influence of Supervisory Style

Gary E. Roberts

Fairleigh Dickinson University

Tammy Reed

Florida International University

THIS ARTICLE EXAMINES THE RELATIONSHIP OF EMPLOYEE PERFORMANCE APPRAISAL PARTICIPATION, GOAL SETTING, FEEDBACK (PGF) AND EMPLOYEE ACCEPTANCE ON KEY APPRAISAL RELATED OUTCOMES (RATER INTERVIEW EFFICACY, RATEE SATISFACTION, AND THE SYSTEM'S INFLUENCE ON EMPLOYEE MOTIVATION AND PRODUCTIVITY). THE RESULTS INDICATE THAT EMPLOYEE PGF EXERTS BOTH DIRECT AND INDIRECT EFFECTS ON THE OUTCOME VARIABLES. APPRAISAL ACCEPTANCE IS A KEY INTERVENING VARIABLE IN THE RELATIONSHIP OF PGF AND APPRAISAL OUTCOMES. HIGH PGF RATERS CULTIVATE HIGHER LEVELS OF ACCEPTANCE, PERCEPTIONS OF RATER EFFICACY IN CONDUCTING THE PERFORMANCE APPRAISAL INTERVIEW AND FAVORABLE EFFECTS ON RATEE MOTIVATION AND PRODUCTIVITY. APPRAISAL ACCEPTANCE, IN TURN, IS ASSOCIATED WITH GREATER LEVELS OF EMPLOYEE APPRAISAL SATISFACTION AND FAVORABLE OUTCOMES RELATED TO EMPLOYEE MOTIVATION AND PRODUCTIVITY. THE SAMPLE CONSISTS OF 191 MUNICIPAL EMPLOYEES DRAWN FROM A SMALL SOUTHEASTERN CITY. THE ARTICLE CONCLUDES WITH A NUMBER OF SUGGESTIONS FOR FUTURE RESEARCH.

Review of Public Personnel Administration, Vol. 16, No. 4, 29-60 (1996)
DOI: 10.1177/0734371X9601600404
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Home page
 Journal of ManagementHome page
P. E. Levy and J. R. Williams
The Social Context of Performance Appraisal: A Review and Framework for the Future
Journal of Management, December 1, 2004; 30(6): 881 - 905.
[Abstract] [PDF]