Performance appraisal reactions: Measurement, modeling, and method bias.

Abstract

In this study, the authors attempted to comprehensively examine the measurement of performance appraisal reactions. They first investigated how well the reaction scales, representative of those used in the field, measured their substantive constructs. A confirmatory factor analysis indicated that these scales did a favorable job of measuring appraisal reactions, with a few concerns. The authors also found that the data fit a higher order appraisal reactions model. In contrast, a nested model where the reaction constructs were operationalized as one general factor did not adequately fit the data. Finally, the authors tested the notion that self-report data are affectively driven for the specific case of appraisal reactions, using the techniques delineated by L. J. Williams, M. B. Gavin, and M. L. Williams (1996). Results indicated that neither positive nor negative affect presented method biases in the reaction measures, at either the measurement or construct levels.

Reactions to skill assessment: The forgotten factor in explaining motivation to learn

“…These concepts are also supported by recent work in the performance appraisal field showing that fairness and perceived utility represent distinct dimensions of ratees' reactions (Keeping & Levy, 2000).…”

Importance of system and leadership in performance appraisal

“…Also, empirical research shows that feedback will only lead to development and improvement of employees when they perceive the feedback as useful (Kinicki, Prussia, Wu, and McKee-Ryan, 2004). Hence, feedback reactions of employees can determine the success and effectiveness of their appraisal process (Cawley et al, 1998) and they are crucial for the acceptance and use of an appraisal system (Keeping and Levy, 2000). In our study, we focus on feedback utility as a dependent variable.…”

“…However, empirical research to confirm this is scarce. Moreover, the measurement of perceived utility has proven to be consistent and unconfounded in comparison with other reaction measures (Keeping and Levy, 2000).…”

Purposes of Performance Appraisal System: A Perceptual Study of Civil Servants in District Dera Ismail Khan Pakistan

“…According to Keeping and Levy (2000), perceived accuracy and utility of PAS are associated with appraisal satisfaction. Youngcourt, Leiva, and Jones (2007) contended that irrespective of intended purpose of PAS, perceived purpose will influence appraisees' attitudes toward the system.…”