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Correlates of Satisfaction with Performance Appraisal Feedback

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  • I.M. JAWAHAR

Abstract

The relative lack of research on employees' reactions to performance appraisal feedback is the primary impetus for this study which advances this important, but neglected, research area by investigating potential predictors and consequences of satisfaction with appraisal feedback. Survey responses from 112 employees were matched with their performance ratings from two different appraisal periods to test specific hypotheses. Results indicate that satisfaction with rater and previous performance ratings influence employees' satisfaction with appraisal feedback. Satisfaction with appraisal feedback was positively related to job satisfaction and organizational commitment and negatively related to turnover intentions. Supervisory status moderated the relationship between satisfaction with appraisal feedback and subsequent performance such that the relationship existed only for supervisory employees who, in addition to receiving feedback about their own performance, also provided feedback to their subordinates. Implications of results for researchers and practitioners are discussed.

Suggested Citation

  • I.M. Jawahar, 2006. "Correlates of Satisfaction with Performance Appraisal Feedback," Journal of Labor Research, Transaction Publishers, vol. 27(2), pages 213-236, April.
    • Handle: RePEc:tra:jlabre:v:27:y:2006:i:2:p:213-236
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    Citations

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    Cited by:

    1. Lidetu Alemu Anjulo, 2021. "The Existing Performance Evaluation Practices Of Private Companies And Employees Perception Towards The Action: In The Case Of Some Insurance Companies Wolaita Sodo City, Southern Ethiopia," Bulletin of Business and Economics (BBE), Research Foundation for Humanity (RFH), vol. 10(1), pages 8-16, March.
    2. Anupriya Singh & Tanuja Agarwala, 2011. "Software Services Industry Context and Performance Management," Vision, , vol. 15(1), pages 49-59, March.
    3. Deepak Chawla & Afsha Dokadia & Snigdha Rai, 2017. "Multigenerational Differences in Career Preferences, Reward Preferences and Work Engagement among Indian Employees," Global Business Review, International Management Institute, vol. 18(1), pages 181-197, February.
    4. Suhaimi Sudin Author_Email: ssuhaimi@uniten.edu.my, 2011. "Fairness Of And Satisfaction With Performance Appraisal Process," 2nd International Conference on Business and Economic Research (2nd ICBER 2011) Proceeding 2011-247, Conference Master Resources.
    5. Kamalpreet Kaur Paposa & Y. Mohit Kumar, 2015. "Impact of Performance Management System on Job Satisfaction of Faculty Members: A Study on Technical Education Institutes of Nagpur," Management and Labour Studies, XLRI Jamshedpur, School of Business Management & Human Resources, vol. 40(1-2), pages 159-175, February.
    6. Nguyen Ngoc Mai & Vo Hoang Ngoc Thuy, 2021. "Talent Retention at Commercial Banks in Vietnam," International Review of Management and Marketing, Econjournals, vol. 11(1), pages 48-59.
    7. Siqing Shan & Cangyan Li & Wei Yao & Jihong Shi & Jie Ren, 2014. "An Empirical Study on Critical Factors Affecting Employee Satisfaction," Systems Research and Behavioral Science, Wiley Blackwell, vol. 31(3), pages 447-460, May.
    8. Sapna Taneja & Ravikesh Srivastava & N. Ravichandran, 2024. "Employees’ fairness perception towards performance appraisal system: antecedents and consequences," Review of Managerial Science, Springer, vol. 18(8), pages 2163-2196, August.
    9. Michael Rivera & Cheng Jiang & Subodha Kumar, 2024. "Seek and Ye Shall Find: An Empirical Examination of the Effects of Seeking Real-Time Feedback on Employee Performance Evaluations," Information Systems Research, INFORMS, vol. 35(2), pages 783-806, June.
    10. Suhaimi Sudin, 2011. "Fairness Of And Satisfaction With Performance Appraisal Process," Journal of Global Management, Global Research Agency, vol. 2(1), pages 66-83, July.
    11. Patrick Kampkötter, 2014. "Performance Appraisals and Job Satisfaction," SOEPpapers on Multidisciplinary Panel Data Research 672, DIW Berlin, The German Socio-Economic Panel (SOEP).

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