The determinants of performance appraisal systems: A note (Do Brown and Heywood's results for Australia hold up for Britain?)

This article offers a replication for Britain of Brown and Heywood's analysis of the determinants of performance appraisal in Australia. Although there are some important limiting differences between our two datasets - the Australia Workplace Industrial Relations Survey (AWIRS) and the Workplace Employment Relations Survey (WERS) - we reach one central point of agreement and one intriguing shared insight. First, performance appraisal is negatively associated with tenure: where employers cannot rely on the carrot of deferred pay or the stick of dismissal to motivate workers, they will tend to rely more on monitoring, ceteris paribus. Second, employer monitoring and performance pay may be complementary. However, consonant with the disparate results from the wider literature, there is more modest agreement on the contribution of specific human resource management practices, and still less on the role of job control.

An assessment of manager/subordinate perceptions of performance appraisal effectiveness

This study postulates that performance appraisal will be effective to the extent that managers and subordinates have a shared perception of its purpose and function and the degree to which it meets the needs of both groups. A two part research project was conducted to: 1) identify manager/subordinate perceptions of the purposes served by the formal performance appraisal process; 2) determine the extent to which these purposes are being satisfied in organizational practice; and 3) assess if managers and subordinates have a shared perception of the effectiveness of the appraisal process. The sample for the study included 36 managers and 143 subordinates from a division of a large Midwest service organization. The results were mixed with regard to the appraisal system effectively accomplishing its diverse goals. However, in general, there was support for the notion that both managers and subordinates find the appraisal process to be a worthwhile organizational practice. Approximately 70% of the respondents indicated that they would participate in the appraisal program whether they were required to do so or not.

Challenges of negotiating obesity-related findings with African migrants in Australia : lessons learnt from the African migrant capacity building and performance appraisal project

Aim: To document sub-Saharan African migrants' and teachers' reaction to and acceptance of findings from African Migrant Capacity Building and Performance Appraisal initiative, and to examine the implications for any community-based obesity prevention program.

Methods: Two community forums were organised to discuss the research findings: one with 45 African community leaders from various African communities in Melbourne; and the other with 17 primary and secondary teachers from English Language Schools and Centres across Victoria. The dissemination focused on highlighting the rapid weight gain and obesity risks observed among African migrant children.

Results: Sub-Saharan African migrants' reaction to the findings was that of pride and satisfaction with large body size, seeing it as a job well done, reflecting their perceptions that obesity is not a disease. In addition, they highlighted the intergenerational conflict related to body size ideals between parents and teenage offspring, with the latter preferring model-like Australian body sizes.

Conclusion: Further research is required to examine the association between shifting preferences in body ideals and obesity among traditional communities, such as sub-Saharan African migrants. The understanding of how changes in body image perceptions may influence eating and exercise behaviours among sub-Saharan African migrants would assist in the development of obesity-related preventive interventional programs for this at-risk population.

Performance appraisal of software testers

Context To determine the effectiveness of software testers a suitable performance appraisal approach is necessary, both for research and practice purposes. However, review of relevant literature reveals little information of how software testers are appraised in practice. Objective (i) To enhance our knowledge of industry practice of performance appraisal of software testers and (ii) to collect feedback from project managers on a proposed performance appraisal form for software testers. Method A web-based survey with questionnaire was used to collect responses. Participants were recruited using cluster and snowball sampling. 18 software development project managers participated. Results We found two broad trends in performance appraisal of software testers - same employee appraisal process for all employees and a specialized performance appraisal method for software testers. Detailed opinions were collected and analyzed on how performance of software testers should be appraised. Our proposed appraisal approach was generally well-received. Conclusion Factors such as number of bugs found after delivery and efficiency of executing test cases were considered important in appraising software testers' performance. Our proposed approach was refined based on the feedback received.

Performance appraisal of collection development librarians /

"February 1992."

Civil service reform oversight, 1980--performance appraisal [microform] : hearings before the Subcommittee on the Civil Service of the Committee on Post Office and Civil Service, House of Representatives, Ninety-sixth Congress, second session, May 13, 15, 1980.

Reuse of record except for individual research requires license from Congressional Information Service, Inc.

A study of factors relating to favorable attitudes toward the salary plan and the effectiveness of the performance appraisal program; the second phase of an exploratory investigation of the feasibility of including the measurement of "motivation" in the study of human behavior in the work situation.

"A technical account of this study appears as part 2 of a report entitled 'Motive patterns of managers and specialists!'"

A study of the performance appraisal interview; a study carried out in the Small Aircraft Engine Department at the Lynn Plant,

Cover title.

Performance appraisal and recognition system handbook : appendix A.

Mode of access: Internet.

The significance of performance appraisal in improving managerial affectiveness

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Effectiveness of performance appraisal:an integrated framework

Based on a robust analysis of the existing literature on performance appraisal (PA), this paper makes a case for an integrated framework of effectiveness of performance appraisal (EPA). To achieve this, it draws on the expanded view of measurement criteria of EPA, i.e. purposefulness, fairness and accuracy, and identifies their relationships with ratee reactions. The analysis reveals that the expanded view of purposefulness includes more theoretical anchors for the purposes of PA and relates to various aspects of human resource functions, e.g. feedback and goal orientation. The expansion in the PA fairness criterion suggests certain newly established nomological networks, which were ignored in the past, e.g. the relationship between distributive fairness and organization-referenced outcomes. Further, refinements in PA accuracy reveal a more comprehensive categorization of rating biases. Coherence among measurement criteria has resulted in a ratee reactions-based integrated framework, which should be useful for both researchers and practitioners.