| 000 -LEADER |
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| fixed length control field |
01371pab a2200169 454500 |
| 008 - FIXED-LENGTH DATA ELEMENTS--GENERAL INFORMATION |
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180718b2000 xxu||||| |||| 00| 0 eng d |
| 100 ## - MAIN ENTRY--PERSONAL NAME |
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| Personal name |
Lee, Mushin |
| 245 ## - TITLE STATEMENT |
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| Title |
Is there any positive effect of offering no performance appraisal feedback? |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. |
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| Date of publication, distribution, etc. |
2000 |
| 300 ## - PHYSICAL DESCRIPTION |
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| Extent |
p.15-27 |
| 362 ## - DATES OF PUBLICATION AND/OR SEQUENTIAL DESIGNATION |
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| Dates of publication and/or sequential designation |
Jan-Jun |
| 520 ## - SUMMARY, ETC. |
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| Summary, etc. |
So far researchers have regarded performance appraisal feedback as desirable and have examined feedback issues assuming that feedback is actually provided. The purpose of this article is to investigate whether there is any positive effect of offering no performance appraisal feedback. We studied if the inflated expectation of employees' own performance appraisal affects the performance of the employee positively inflated and it made significant contributions to compliance with supervisor, job satisfaction and organizational commitment. The results also showed that expectation of their supervisors' rating is a more significant indicator than the real appraisal rating itself in reviewing some employee attitudes like compliance with supervisor and organizational commitment. Several theoretical and managerial implications of the findings, including the importance of cultural difference, were also discussed. - Reproduced |
| 650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM |
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| Topical term or geographic name entry element |
Performance appraisal |
| 700 ## - ADDED ENTRY--PERSONAL NAME |
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| Personal name |
Shin, Wonjun |
| 773 ## - HOST ITEM ENTRY |
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| Main entry heading |
Journal of Human Values |
| 909 ## - |
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| -- |
45465 |
