Exploring the Effect of Different Performance Appraisal Purposes on Miners’ Organizational Citizenship Behavior: The Mediating Role of Organization Identification

Abstract

This study theorized and examined the effect of performance appraisal purposes on miners’ organizational citizenship behavior (OCB) via organizational identification. Survey data from 700 miners in state-owned Chinese coal mine enterprises were analyzed using multiple regression and bootstrap sampling. Results indicated that both developmental purpose of the performance appraisal and evaluative purpose of the performance appraisal had positive effects on overall OCB and its four dimensions via organizational identification. Furthermore, developmental purpose of the performance appraisal had a stronger relationship with overall OCB and its four dimensions than evaluative purpose of the performance appraisal. This study provides practical guidance to assist Chinese and even Asian coal mining enterprises in deciding how to motivate miners’ OCB through improving a performance appraisal system and how to strengthen miners’ organizational identification.

Mediating Effects of Job Satisfaction and Organizational Commitment between Problems with Performance Appraisal and Organizational Citizenship Behavior

“…Isenhour, Stone, Lien, Zheng, Zhang and Li [22] studied performance appraisals and organizational citizenship behaviors, finding that organizations' effective performance appraisal had a statistically significant effect on behaviors of helping others, sense of duty, sportsmanship, consideration, and cooperation. Meanwhile, Ahmed et al [48], Bauwens et al [49], Chattopadhyay [50], Teh et al [51], Lu et al [52], and Zheng et al [53] studied performance appraisals and citizenship behaviors to organizations in different contexts. The findings of these studies are consistent in that effective performance appraisals enhance employees' good citizenship to organizations, whereas ineffective performance appraisals (with appraisal problems in process and person) have effects on low organizational citizenship behaviors.…”

Work Motivation and Performance Appraisal: The Chinese College Instructors Perceived Procedural Fairness of Moderating Effect

“…Higher developmental performance appraisal is more conducive to improving task performance and fairness perception and significantly impacts organizational citizenship behavior . Evaluative performance appraisal stimulates employees' enthusiasm (Lu, Yue, Han, & Chen, 2018) and leads employees to pursue short-term interests (Zhang, 2012). In contrast, it may arouse employees' negative emotions, increasing their pressure and counterproductive behaviors (Sun, 2017).…”

Comparative Analysis Study on the Traditional and Modern Methods of Performance Appraisal in the Service Industries of Goa

“…They further go on to mention that the old or rather traditional performance rating systems favor a "win-lose" outcome, which according to them would not get the best from the employees and workers. Lu et al (2018) state that the evaluation of all employees in the company may be one of the most essential modern performance appraisal rating processes in the Indian service industry. Furthermore, they add that most performance appraisal techniques have a negative relationship with the number of employees; however, modern methods of performance appraisal show that the service industry with a large number of employees places a higher value on performance output more than any other factors.…”