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• W2382321262 abstract "As an important tool for management decision,the effectiveness of the performance appraisal depends on whether accurate performance data were provided,to a certain extent Therefore,the accuracy has become one of the most important research directions in the field of performance management.The traditional view was that the inaccurate appraisal is mainly due to the improper performance tools or unconscious cognitive deviation which is caused by the evaluators.But a growing number of scholars focused on the political factors of performance appraisal.Compared with unintentional negligence and cognitive deviation,the inaccurate appraisal had more connection with deliberately distorting of performance appraisal from evaluators.Especially in the local cultural context,the Chinese people paid more attention on guanxi,human feelings,face and golden mean,so the political consideration in the process of performance appraisal may be more common,and its theoretical and practical values were increasingly important Performance appraisal politics refers to a conscious control practice,because of the appraisers' particular purpose,or considering the subordinate factors outside of the actual performance,and makes the ratees' results deviate from the real performance.Performance appraisal politics in essence is an unethical behavior to distort the assessment results deliberately.It is harmful to the long-term development of organization,so it should be rejected.However,organization during management practice seems to be more focused on the performance appraisal ' s effectiveness not the accuracy.This may be related to the characteristics of performance appraisal politics,such as universality,subjectivity,purposiveness,complexity,and culture.Furthermore,previous researches didn't pay enough attention on the theoretical basic of performance appraisal politics,and the only several researches were scattered in the fields of organizational politics.In addition to the economic man supposition and resource conservation theory which are often mentioned in organizational politics field,this study discussed it from the various views,such as social exchange theory,social support theory,and social comparison theory.From the qualitative study to quantitative study,as well as the research view changing,the dimensions and measurements of performance appraisal politics showed some epochal character.Early studies mostly stay at the qualitative level,then a common theoretical framework of performance appraisal politics was proposed,and a measurement of performance appraisal political was developed,named Political Considerations in the Performance Appraisal.The performance appraisal politics had a single general factor through the factor analysis with better internal consistency,test-retest reliability,convergent validity and differentiate validity.However,subsequent studies found that the performance appraisal politics had multidimensional structure rather than a single dimension.One dimension was motivational motive,which appeared to reflect managerial discretion exercised for the purpose of rewarding employees and maintaining a positive workgroup climate.Another dimension was personal bias and punishment motive,which related to issues of favoritism,favors,and punishing tactics.The similar conclusions were confirmed in cross-cultural context When the widely existing of performance appraisal politics was confirmed in the organizations,scholars began to explore what factors contributed to the phenomenon.This study divided the antecedents into those factors,such as evaluator factors,ratee factors,evaluation system factors and organizational factors.For the outcome of performance appraisal politics,the current studies were still in its infancy,which can be summarized into two types;one kind was the argument about performance appraisal politics' benefits and harm for organization.Another kind was the relationship between performance appraisal politics and personal attitude in recent years.In addition,a few studies discussed the performance appraisal politics' influence on employee behavior.Above all,the existing of performance appraisal politics was confirmed,it is one of the important factors affecting the accuracy of performance appraisal,similar to performance tools and cognitive deviation.For the future research directions,this research mainly suggested the following aspects:firstly,the research about the construct of performance appraisal politics in the local context;Secondly,the integral study of performance appraisal politics' antecedents;thirdly,the study of performance appraisal politics' influence mechanism;Fourthly,the reaction study of performance appraisal politics based on the social interaction theory." @default.
• W2382321262 created "2016-06-24" @default.
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• W2382321262 date "2015-01-01" @default.
• W2382321262 modified "2023-09-28" @default.
• W2382321262 title "Performance Appraisal Politics:A literature Review and Future Research" @default.
• W2382321262 hasPublicationYear "2015" @default.
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