2006
DOI: 10.1080/09585190500521581
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Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation

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Cited by 341 publications
(336 citation statements)
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References 61 publications
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“…From this result it can be deduced that the employee turnover intentions are significantly and negatively correlated to perception of PA satisfaction, as the Pearson correlation is significant. The PA satisfaction and employee turnover intention correlation results are consistent with previous studies (Babakus, et al 1996;Kuvaas 2006).…”
Section: Insert Table 4 Here -------------------------supporting
confidence: 92%
See 1 more Smart Citation
“…From this result it can be deduced that the employee turnover intentions are significantly and negatively correlated to perception of PA satisfaction, as the Pearson correlation is significant. The PA satisfaction and employee turnover intention correlation results are consistent with previous studies (Babakus, et al 1996;Kuvaas 2006).…”
Section: Insert Table 4 Here -------------------------supporting
confidence: 92%
“…Alternately, this helps in lowering down the turnover levels (Babin & Boles 1996;Babakus, Cravens, Johnston & Moncrief 1996;Brown & Peterson 1994). Bard Kuvaas (2006), observed positive findings regarding turnover intention with PA satisfaction, that those employees who are satisfied with how PA is conducted have lower turnover intentions.…”
Section: Review Of Literaturementioning
confidence: 99%
“…Accordingly, employees with lower levels of intrinsic motivation may need higher levels of structure, assistance by supervisors, and external regulation in order to perform well (e.g. Kuvaas, 2006). Taken together, our results suggest that the relationship between job autonomy and work performance may be more complex than suggested by contemporary motivational models, and that there are alternatives to the mediational model of the relationship between job autonomy and employee outcomes (e.g.…”
Section: Discussionmentioning
confidence: 56%
“…Other contextual factors include, for instance, employees' satisfaction with the PA process as a whole, the performance appraisal feedback, or employees' evaluations of the perceived quality, justice, and fairness of the performance appraisal regime (Greenberg, 1986;Nathan et al 1991;Blau, 1999;Pettijohn et al, 2001;Jawahar, 2006;Kuvaas, 2006;Lau et al, 2008;Sommer & Kulkarni, 2012: Gupta & Kumar, 2013. Furthermore, employee participation in the PA process is positively related to the satisfaction with the PA system, perceived fairness, and acceptance of such a practice (Cawley et al, 1998).…”
Section: Theory Performance Appraisals and Job Satisfactionmentioning
confidence: 99%
“…Furthermore, it is important to note that existing research is mainly based on cross-sectional data sets with a small number of observations, which reveals major identification problems "making it impossible to draw inferences of causality or rule out the possibility of reverse causality." (Kuvaas 2006). Based on these considerations we formulate the following hypothesis: (Costa & McCrae, 1995), a well-established taxonomy that has been validated in a series of psychological studies (see, for instance, Barrick & Mount, 1991).…”
Section: Theory Performance Appraisals and Job Satisfactionmentioning
confidence: 99%