The performance appraisal congruency scale: an assessment of person‐environment fit

International Journal of Productivity and Performance Management - Tập 57 Số 3 - Trang 223-236 - 2008
Hal J.Whiting1, Theresa J.B.Kline2, Lorne M.Sulsky3
1Bigby, Havis & Associates, Dallas, Texas, USA
2Department of Psychology, University of Calgary, Calgary, Canada
3School of Business and Economics, Wilfrid Laurier University, Waterloo, Canada

Tóm tắt

PurposeThe purpose of this paper is to construct an instrument to assess employee‐perceived performance appraisal congruency and then to use the scale to predict employee attitudes about their performance appraisal systems.Design/methodology/approachThe scale was developed using 28 subject‐matter experts and researcher knowledge of the extant literature. The scale was then completed by a sample of 135 individuals using internet administration.FindingsRegression analyses showed that performance appraisal congruency predicted overall system satisfaction, perceived usefulness and fairness. Supplementary analyses of the performance appraisal congruency items were conducted so as to refine the original instrument for future research.Research limitations/implicationsLimitations of the study include: the interviews conducted to develop the instrument were conducted in a single organization; the study used an internet sample that was made up of university alumni; all measures were self‐report; and single item measures were used as the criterion variables. The findings support the utility of the use of the P‐E fit model in performance management systems. Future research should assess outcomes that would be of interest to organizations, such as the relationships with performance system satisfaction and employee commitment and turnover.Practical implicationsIf employees perceive that the performance appraisal system is congruent with their expectations, then positive outcomes should be expected.Originality/valueWhile congruency has been linked to important outcomes such as job satisfaction, organizational commitment, turnover intention, and actual turnover, it has not been used within a performance appraisal framework.

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International Journal of Productivity and Performance Management

Tập 57 Số 3

223-236

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