Figures & data
Figure 1. Job characteristics model in the appraisal context.
Cogent Psychology
Volume 4, 2017 - Issue 1
Review Article
Motivating raters through work design: Applying the job characteristics model to the performance appraisal context
Seejeen ParkDepartment of Public Administration, KwangWoon University, Hanwool Bldg., 20 Kwangwoon-ro Nowon-gu, Seoul139-701, KoreaCorrespondence[email protected]
http://orcid.org/0000-0002-2436-2562View further author information
http://orcid.org/0000-0002-2436-2562View further author information |
(Reviewing Editor)
Related Research Data
The relationship between rater affect and three sources of 360-degree feedback ratings
Source:
SAGE Publications
Growth Need Strength and Context Satisfactions as Moderators of the Relations of the Job Characteristics Model
Source:
SAGE Publications
Merit pay, performance appraisal, and individual motivation: An analysis and alternative
Source:
Wiley
Performance Appraisal, Performance Management and Improving Individual Performance: A Motivational Framework
Source:
Cambridge University Press (CUP)
The Social Context of Performance Appraisal: A Review and Framework for the Future
Source:
SAGE Publications
Justice perceptions of performance appraisal practices
Source:
Emerald
Performance evaluation in work settings.
Source:
Annual Reviews
The Current State of Performance Appraisal Research and Practice: Concerns, Directions, and Implications
Source:
SAGE Publications
ON THE INTERCHANGEABILITY OF OBJECTIVE AND SUBJECTIVE MEASURES OF EMPLOYEE PERFORMANCE: A META-ANALYSIS
Source:
Wiley
Rater Motivation in the Performance Appraisal Context: A Theoretical Framework
Source:
SAGE Publications
On the meaning of work: A theoretical integration and review
Source:
Elsevier BV
Raters who pursue different goals give different ratings.
Source:
American Psychological Association (APA)
FORCED DISTRIBUTION RATING SYSTEMS AND THE IMPROVEMENT OF WORKFORCE POTENTIAL: A BASELINE SIMULATION
Source:
Wiley
INVESTIGATING SOME NEGLECTED CRITERIA: THE INFLUENCE OF ORGANIZATIONAL LEVEL AND PERCEIVED SYSTEM KNOWLEDGE ON APPRAISAL REACTIONS
Source:
Springer Science and Business Media LLC
The performance evaluation context: Social, emotional, cognitive, political, and relationship components
Source:
Elsevier BV
The performance appraisal process: a model and some testable propositions.
Source:
Academy of Management
Psychometric properties of multisource performance ratings: A meta-analysis of subordinate, supervisor, peer, and self-ratings.
Source:
Informa UK Limited
The Illusion of Will in Organizational Behavior Research: Nonconscious Processes and Job Design:
Source:
SAGE Publications
Performance management and assessment: Methods for improved rater accuracy and employee goal setting
Source:
Wiley
The Pay-for-Performance Dilemma.
Source:
Elsevier BV
Politics as a Moderator of the Accountability–Job Satisfaction Relationship: Evidence Across Three Studies
Source:
SAGE Publications
Behind the Mask: The Politics of Employee Appraisal
Source:
Academy of Management
A Field Experimental Test of the Moderating Effects of Growth Need Strength on Productivity
Source:
American Psychological Association (APA)
Rater Reactions to Forced Distribution Rating Systems
Source:
SAGE Publications
Performance management and employee engagement
Source:
Elsevier BV
Motivation through the Design of Work: Test of a Theory.
Source:
Elsevier BV
Rating audience and incentive
Source:
Emerald
The effects of impression management on the performance appraisal process
Source:
Elsevier BV
Effects of rater accountability on the accuracy and the favorability of performance ratings.
Source:
American Psychological Association (APA)
A Clarification of the Goal Setting And Appraisal Processes in MBO
Source:
Academy of Management
Accountability in a Performance Appraisal Context: The Effect of Audience and Form of Accounting on Rater Response and Behavior
Source:
SAGE Publications
Work Overload and Performance Appraisal Processes
Source:
SAGE Publications
Employee Performance Appraisal System Participation: A Technique That Works
Source:
SAGE Publications
Evaluation of the job characteristics theory of work attitudes and performance
Source:
Informa UK Limited
Developing a Model of Rater Motivation
Source:
SAGE Publications
Mediating and Moderating Effects in Job Design
Source:
SAGE Publications
FUTURE OF JOB DESIGN RESEARCH
Source:
Wiley
Impact of Rater Beliefs Regarding Performance Appraisal and Its Organizational Context on Appraisal Quality
Source:
Springer Science and Business Media LLC
Advancing accountability theory and practice: Introduction to the human resource management review special edition
Source:
Elsevier BV
Rater leniency and performance appraisal discomfort.
Source:
SAGE Publications
Using Multilevel Random Coefficient Modeling to Investigate Rater Effects in Performance Ratings
Source:
SAGE Publications
The Critical Psychological States: An Underrepresented Component in Job Characteristics Model Research
Source:
SAGE Publications
Political skill as neutralizer of felt accountability—job tension effects on job performance ratings: A longitudinal investigation
Source:
Elsevier BV
Procedural Justice in Performance Evaluation: The Role of Instrumental and Non-Instrumental Voice in Performance Appraisal Discussions:
Source:
SAGE Publications
Systematic distortions in memory-based behavior ratings and performance evaluations: Consequences for rating accuracy.
Source:
American Psychological Association (APA)
Performance rating.
Source:
American Psychological Association (APA)
Reactions to Different Types of Forced Distribution Performance Evaluation Systems
Source:
Springer Science and Business Media LLC
Poor performers: Supervisors' and subordinates' responses
Source:
Elsevier BV
Rater training revisited
Source:
Wiley
Conscious rating distortion in performance appraisal: A review, commentary, and proposed framework for research
Source:
Elsevier BV
Perspectives on Enduring and Emerging Issues in Performance Appraisal
Source:
SAGE Publications
Forced distribution: Is it right for you?
Source:
Wiley
Multiple uses of performance appraisal: Prevalence and correlates.
Source:
American Psychological Association (APA)
Linking provided by
