The present study examines the key determinants of employee performance in a knowledge-intensive service firm located in the UK. Using data from a pilot study, we mapped eight performance-related behaviors to two measures of global performance to isolate the strongest predictors of the latter. We also examined the degree to which these associations varied depending on whether employees or their...

Performance appraisal, as a powerful tool for human resource management, has become an important driving force organizations to achieve sustainability. However, only when employees believe that performance appraisal is fair can organization’s truly work and have positive impact on employees. Hence, based social exchange theory identity theory, we theorized validated dual path model explore the ...

This study examines strategic behavior in “360-degree” performance appraisal systems, in which an employee is evaluated by her supervisor as well as her colleagues. Using proprietary data from a mid-sized Chinese public accounting firm, we find that employees manipulate their ratings of peers (i.e., colleagues within the same hierarchical rank of the company). Specifically, they downgrade ratin...

Although information and communication technologies is beneficial for improving employee performance, frequently learning new technologies or extensively using technologies to work in non-working hours may lead to an increase of employee’s techno-invasion. However, little is known whether techno-invasion, a technostressor, causes employee job anxiety. Also, it remains unclear “when” techno-inva...

Performance appraisals have been frequently investigated for inaccuracies attributable to raters. In addition to rater contributions, problems in measurement can arise from properties of instrumentation. If administered items do not parallel the full range of employee performance, a restriction of range can occur. Here employees are rated similarly (no distinction made) not because of rater err...

Based on the four perspectives of the balanced scorecard, including the financial, customer, internal process, and learning and growth perspectives, this study applied Fuzzy Delphi Method to construct key performance appraisal indicators for mobility of the service industries. The constructed indicators could serve as a reference for the service industries to establish applicable performance ap...

Employee performance appraisal is an important process in organizational management, including the public sector. Goal-setting increasingly popular method The purpose of this research to describe goal-setting strategy increasing employee motivation sector organizations. This was conducted through a literature study that collected and analyzed results previous on impact motivation, factors influ...