Can performance appraisals motivate employees to improve performance? A Mexican study

In this study of Mexican employees, we examined the relationship between performance appraisal characteristics (appraisal source, appraisal purpose and feedback richness) and perceived reactions of employees to the appraisal characteristics (perceived fairness and perceived accuracy of appraisals) a...

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Bibliographic Details
Published in:International journal of human resource management 2012-09, Vol.23 (15), p.3063-3084
Main Authors: Selvarajan, T. T., Cloninger, Peggy A.
Format: Article
Language:English
Subjects:
Accuracy
appraisal characteristics
appraisal fairness
appraisal satisfaction
Employees
Evolution
Job performance
Job satisfaction
Latin America
Mexico
Motivation
motivation to improve performance
Perceptions
Performance appraisal
performance appraisal in Mexico
Personnel management
Studies
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Summary:In this study of Mexican employees, we examined the relationship between performance appraisal characteristics (appraisal source, appraisal purpose and feedback richness) and perceived reactions of employees to the appraisal characteristics (perceived fairness and perceived accuracy of appraisals) and appraisal outcomes (appraisal satisfaction and motivation to improve). We hypothesized that multisource appraisals, appraisals used for administrative and developmental appraisals (multipurpose appraisals) and appraisals that have a high degree of feedback richness would lead to more perceived accuracy and perceived fairness of appraisals. We further hypothesized that higher levels of perceived fairness and accuracy would lead to higher levels of employee appraisal satisfaction and motivation to improve performance in the future. Results based on a survey of Mexican employees provide support for most of the hypothesized relationships. We discuss implications of the findings for research and practice of performance appraisals in the Mexican context.
ISSN:0958-5192
1466-4399
DOI:10.1080/09585192.2011.637069