Employees’ perceptions of justice in performance appraisals

Vasset, Frøydis; Marnburg, Einar; Furunes, Trude

doi:10.7748/nm2010.05.17.2.30.c7727

Cited by 16 publications

(22 citation statements)

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“…5 When employees perceive their appraisal as unfair, they may dismiss the information received and be unmotivated to change their behavior. 5 When employees perceive their appraisal as unfair, they may dismiss the information received and be unmotivated to change their behavior.…”

Section: Wwwnursingmanagementcommentioning

confidence: 99%

“…6 Fairness is the most important factor in employees' response to the appraisal. 5 Studying the review process For this study, nurse leaders in a Magnet ® recognized hospital system examined their existing performance appraisal process after receiving feedback that it was too subjective. 5 Studying the review process For this study, nurse leaders in a Magnet ® recognized hospital system examined their existing performance appraisal process after receiving feedback that it was too subjective.…”

Section: Wwwnursingmanagementcommentioning

confidence: 99%

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A subjective view

Durcho

Speroni

Jones³

et al. 2016

Nursing Management

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IN1988, the American Nurses Association (ANA) identified a quality assurance structure differentiating institutional performance and professional practice performance. In assessing institutional performance, the ANA recommended using objective standards and criteria. 1 In the subsequent decades, however, there have been no quantitative research studies published that evaluate objective standards and measurement criteria for nursing's performance appraisal process. 2 The research described addresses this gap in a comprehensive study comparing one facility's existing subjective performance appraisal process with a new, more objective criteria-based approach. An annual checkupSystematic appraisals ensure the competency of professional nurses. 3 The American Nurses Credentialing Center's (ANCC) Magnet Recognition Program ® requires that nurses at all levels engage in periodic formal performance reviews. These should include a self-appraisal and peer feedback process for assurance of competence and continuous professional development. 4 The appraisal completed during the annual review can, however, generate anxiety for managers and

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Section: Wwwnursingmanagementcommentioning

confidence: 99%

Section: Wwwnursingmanagementcommentioning

confidence: 99%

A subjective view

Durcho

Speroni

Jones³

et al. 2016

Nursing Management

View full text Add to dashboard Cite

show abstract

“…Furthermore, "... they cause conflict between supervisors and subordinates and lead to dysfunctional behaviours" (Dessler, 2003). Other researchers have suggested that employees have higher job motivation when they perceive their performance assessments as fair and trustworthy (Vasset, Marnburg & Furunes, 2010). Overall, then, performance assessment literature within the corporate world has made some progress in seeking to identify ways in which existing modes of interaction between human resource management and employees can be used in performance assessment.…”

Section: Review Of the Effect Of Performance Assessment On Employees'mentioning

confidence: 99%

Performance Assessment in the International Hotel Sector of Yangon, Myanmar

Walsh

Lin²

2013

JEBS

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Performance assessment has been a controversial subject in human resource management since its introduction; while managers can see the benefits of conducting such assessments (and how they can benefit both employers and employees), they rarely want to be the ones to conduct them because of the damage that ill-applied measurements can have on the motivation and morale of some employees. However, the practice is of particular importance in the hospitality and hotel sector, since success is so very dependent on the ability and willingness of members of staff at every level to satisfy customer demand. Consequently, performance assessment has been introduced into the hotel sector of Yangon, previously the capital and largest city of Myanmar (Burma). In doing so, it has been the intention to help employees to determine and map their own future career trajectories and to set boundaries for what might be achieved. Yet workers in Myanmar are unaccustomed to being asked their opinions and, given the longstanding societal and political conditions in the country, a number of employees are reluctant to provide full and frank answers to questions from superiors in the workplace. Drawing on a sample of 303 respondents from the hotel sector in Yangon, this paper reports on issues surrounding performance assessment and its impact in that sector.

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“…The challenge of establishing and maintaining consistency of practice in a dynamic radiation therapy department highlights the importance of having defined practice standards and a reliable process for assessing performance. Well-defined standards can provide a clear statement of what is important in performance and be used to motivate staff and provide feedback on performance 3–5. Performance appraisal must also provide adequate support and training for development needs 3,6.…”

Section: Introductionmentioning

confidence: 99%

“…Well-defined standards can provide a clear statement of what is important in performance and be used to motivate staff and provide feedback on performance. [3][4][5] Performance appraisal must also provide adequate support and training for development needs. 3,6 A tool that encompasses these features will facilitate effective performance appraisal and promote staff satisfaction and professional growth.…”

Section: Introductionmentioning

confidence: 99%

Evaluation of a performance appraisal framework for radiation therapists in planning and simulation

Becker

Bridge

Brown

et al. 2015

J of Medical Radiation Sci

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IntroductionConstantly evolving technology and techniques within radiation therapy require practitioners to maintain a continuous approach to professional development and training. Systems of performance appraisal and adoption of regular feedback mechanisms are vital to support this development yet frequently lack structure and rely on informal peer support.MethodsA Radiation Therapy Performance Appraisal Framework (RT-PAF) for radiation therapists in planning and simulation was developed to define expectations of practice and promote a supportive and objective culture of performance and skills appraisal. Evaluation of the framework was conducted via an anonymous online survey tool. Nine peer reviewers and fourteen recipients provided feedback on its effectiveness and the challenges and limitations of the approach.ResultsFindings from the evaluation were positive and suggested that both groups gained benefit from and expressed a strong interest in embedding the approach more routinely. Respondents identified common challenges related to the limited ability to implement suggested development strategies; this was strongly associated with time and rostering issues.ConclusionsThis framework successfully defined expectations for practice and provided a fair and objective feedback process that focussed on skills development. It empowered staff to maintain their skills and reach their professional potential. Management support, particularly in regard to provision of protected time was highlighted as critical to the framework's ongoing success. The demonstrated benefits arising in terms of staff satisfaction and development highlight the importance of this commitment to the modern radiation therapy workforce.

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Employees’ perceptions of justice in performance appraisals

Cited by 16 publications

References 0 publications

A subjective view

A subjective view

Performance Assessment in the International Hotel Sector of Yangon, Myanmar

Evaluation of a performance appraisal framework for radiation therapists in planning and simulation

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