Šiame darbe tyrėme organizacinio teisingumo reiškinį apsiribodami darbo atlikimo vertinimo (toliau - DAV) kontekstu, nes yra duomenų, kad suvoktas DAV teisingumas ankstesniuose tyrimuose buvo susijęs su darbo atlikimo vertinimo sistemos efektyvumu ir kitomis pasekmėmis organizacijai. Didžiausias dėmesys tyrime buvo skirtas darbo atlikimo vertinimo proceso veiksnių sąsajų su DAV teisingumu tyrimui. Kaip pasekmes organizacijai mes tyrėme nuostatas darbo atžvilgiu. Nagrinėjome ryšius tarp DAV teisingumo ir pasitenkinimo darbu bei ketinimo keisti darbą. Tyrime apklausta 117 dirbančių asmenų, kurių darbo atlikimas periodiškai yra įvertinamas ir aptariamas su tiesioginiais vadovais. Tyrimu siekėme išsiaiškinti, kokie darbo atlikimo vertinimo proceso (DAV sistemos, vertinimo pokalbio, ir veiksniai ne vertinamojo pokalbio metu) organizacinio teisingumo veiksniai yra susiję su suvoktu DAV teisingumu. Nustatyta, kad didžioji dauguma,11 iš 13, veiksnių statistiškai reikšmingai susiję su DAV teisingumo įverčiais (koreliacijos koeficientai svyravo nuo 0,33 iki 0,76). Nesusiję su DAV teisingumu buvo du veiksniai – DAV sistemos sudėtingumas ir procedūros, užtikrinančios papildomą aukštesniosios vadovybės darbo atlikimo įvertinimo tikslumo kontrolę. Darbuotojų suvoktą DAV teisingumą įtakoja trys DAV proceso veiksniai: bendradarbiavimas darbo atlikimo vertinimo aptarime, darbo atlikimo vertinimo pokalbio (ne)malonumas ir darbo atlikimo – gauto įvertinimo atitikimas. Pirmieji du veiksniai... [toliau žr. visą tekstą] / While exploring organizational justice phenomenon, we limited our scope to specific area of work relationship and decision making – performance evaluation. We used past research notion from literature that performance appraisal (PA) fairness is related to PA system effectiveness and various organizational outcomes such as work attitudes. The main part our attention was focused on the relationship of PA process variables and PA fairness. We explored relationship of PA fairness and two work related attitudes – job satisfaction and intention to turnover. We distributed our questionnaire to 117 employed Lithuanian persons, whose performance appraisal is evaluated and discussed with manager at least once a year. 88 percent of subjects were woman, mostly with university degree. In our research we were looking for the answer, which PA process variables (PA system, PA session, non-session) are related to PA fairness. Results indicated, that majority of variables (11 out of 13) were significantly correlated with PA fairness (correlation ranging from 0.33 to 0.76). System complexity and multiple inputs of management in PA items were not correlated with PA fairness. This data is opposite to (Giles et al., 1997) findings for US sample. PA fairness can be predicted by 3 variables, accounting for 77% variance. These variables are session participation, session unpleasantness and performance-rating linkage. Firs two items we prescribed interactional justice emanating from manager, and the... [to full text]

Recent theories posit that cognitive factors explain the development and maintenance of contamination fears associated with obsessive compulsive disorder (OCD). Few studies to date have aimed to establish causality or temporal precedence for cognitions predicting OCD-relevant distress and avoidance. The current study used a prospective design to assess threat appraisals, personality traits, and obsessive compulsive symptoms in an unselected sample of university students and community members (N = 105) several days prior to a contamination behavioural approach task (BAT) in a public washroom. Results of the hierarchical regressions demonstrated that prospective danger appraisals significantly predicted both disgust and avoidance on the BAT, even when controlling for neuroticism, disgust sensitivity, and OCD symptoms. In contrast, looming germ spread appraisals and responsibility appraisals were not significant predictors of the BAT. Results from in vivo distress ratings and implicit reaction time data indicated that disgust is more strongly associated with contaminants compared with anxiety. The findings of this research suggest that psychological treatment for contamination concerns should include monitoring of disgust as a process and outcome variable in exposure paradigms, and focus on reappraisal of danger estimates related to disease in cognitive paradigms.

I denna studie undersöks polisstudenters och yrkesverksamma polisers bruk av evalueringar i avrapporterings-pm. Evalueringar är språkhandlingar som värderar, bedömer, uttrycker känslor eller ståndpunkter. Förekomsten av evalueringar har undersökts genom en Appraisal­analys, som är en form av textanalys. Materialet består av tio yrkestexter och tio studenttexter. Evalueringarna beskrivs och ställs i relation till de krav på objektivitet som finns i Rikspolisstyrelsens riktlinjer för skrivande (2011). Resultaten antyder att Rikspolis­styrelsens riktlinjer är svåra att leva upp till. Både yrkespoliser och polisstudenter använder evaluerande språk i sina pm, men studenttexterna innehåller fler evalueringar och en större andel subjektiva bedömningar. Resultatet är värt att uppmärksamma eftersom attitydbärande evalueringar kan äventyra objektiviteten i texterna, vilket i förlängningen skulle kunna påverka rättsprocessen.

Intrusive memories, coping strategies, negative appraisals, and perceptions of control were examined in an unselected undergraduate sample. Intrusive memory frequency was positively associated with emotion-avoidant coping, but unrelated to problem-focused and emotion-approach coping. Negative appraisals and perceptions of control partially mediated the relationship between intrusive memory frequency and emotion-avoidant coping. PTSD symptoms contributed additional variance to the partial mediation models. Overall, study findings demonstrated that the intrusive memory maintenance cycle found in PTSD and depression samples can exist in an unselected sample. Individual differences within this sample may relate to varying levels of executive control and trait mindfulness. Implications for clinical practice, limitations, and directions for future research are discussed.

M.Comm. / Performance appraisal of employees is traditionally one of the most criticised human resource management functions. Performance appraisal is however a critical element in the success of especially a service organisation, because the employees are the most important asset in a service organisation. This asset has to be developed and managed to contribute to the achievement ofthe organisation's vision, mission and objectives. Performance appraisal is more than just a task that is performed once a year. It is a continuous management process. This study focuses specifically on performance appraisal of audit personnel and the performance management process of small to medium audit firms. The study identifies the different appraisal methods, criteria for appraisal, the performance management processes and the linking of performance appraisal and reward management. The method of the research that was followed, are a combination of a literature review and a study of appraisal methods, processes and competencies as criteria for appraisals, that are used by different auditing firms. The ranking of importance of the competencies used, as criteria for evaluating audit personnel, by employees and management of small to medium audit firms, were reviewed. Although performance appraisal is often neglected in a small to medium audit firm, it is still an essential component that will facilitate employee development and success of the organisation. The results of the research show that employee development should be the primary goal of performance appraisal and that fairness, honesty and continuous feedback are critical for a successful performance management process.

The purpose of this study was to determine a model to integrate managerial and non-managerial expectations, regarding performance appraisals, in an organisation-specific performance appraisal system’s design. The sample consisted of 178 respondents that completed a newly developed questionnaire, aimed at obtaining the respondents input in the performance appraisal system’s design. The results of the managerial group were compared to the non-managerial group. Some significant differences were obtained regarding the design of the performance appraisal system. The results and implications are discussed. / Dissertation (MCom)--University of Pretoria, 2009. / Human Resource Management / unrestricted

Recent theories posit that cognitive factors explain the development and maintenance of contamination fears associated with obsessive compulsive disorder (OCD). Few studies to date have aimed to establish causality or temporal precedence for cognitions predicting OCD-relevant distress and avoidance. The current study used a prospective design to assess threat appraisals, personality traits, and obsessive compulsive symptoms in an unselected sample of university students and community members (N = 105) several days prior to a contamination behavioural approach task (BAT) in a public washroom. Results of the hierarchical regressions demonstrated that prospective danger appraisals significantly predicted both disgust and avoidance on the BAT, even when controlling for neuroticism, disgust sensitivity, and OCD symptoms. In contrast, looming germ spread appraisals and responsibility appraisals were not significant predictors of the BAT. Results from in vivo distress ratings and implicit reaction time data indicated that disgust is more strongly associated with contaminants compared with anxiety. The findings of this research suggest that psychological treatment for contamination concerns should include monitoring of disgust as a process and outcome variable in exposure paradigms, and focus on reappraisal of danger estimates related to disease in cognitive paradigms. / Arts, Faculty of / Psychology, Department of / Graduate

This thesis introduces wine as a trade item, that as other tangible assets, possess its objective value which is determined by various quality indicators.It introduces and analyzes particular quality indicators of wine and based on them it points out to the value or price of wine. Because wine is classified in different way in different countries, the thesis focuses mainly on wine regions such as Slovakia, Czech Republic and France. Based on the wine appelation approach it focues on particular quality classification in the regions. In the end, the thesis deals with the wine appraisal that is based on the before mentioned quality and value indicators while it facilitates the comparable and financial return method.

Performance appraisal satisfaction is the extent to which the employee perceives performance ratings, which reflect those behaviours that contribute to the organisation. Even though performance appraisal satisfaction is the most frequently measured appraisal reaction, there are relatively few meta-analysis studies which link determinants of appraisal system to satisfaction with employee performance. The focus of this research is to examine the determinants affecting employee performance appraisal satisfaction in the Brunei public sector using data collected from among public sector employees, with particular emphasis on how performance is viewed and measured in the public sector. Data for this research were gathered across ten government ministries in Brunei. This research study adopts a ‘mixed method approach’, which utilises quantitative data supported by qualitative data. The qualitative interviews involved 14 participants, while the main quantitative data had 355 samples. Quantitative data was analysed using descriptive analysis and exploratory factor analysis run on SPSS, while confirmatory factor analysis, path analysis and structural equation modelling were also employed on applied analysis of moment structure (AMOS) to assess the model fit of the study and hypotheses testing. Results indicated that latent constructs (goal-setting and the purposes of performance appraisal; alignment of personal objectives with organisational goals; fairness of the appraisal system; types of performance evaluation measures; format of rating scales; appraiser-appraisee relationship and credibility of appraiser; in-group collectivism; power-distance; and pay-for-performance constructs) were positively and significantly correlated to performance appraisal satisfaction. The results also showed that the goodness of fit indices offered an acceptable fit to Brunei’s data. The study findings advance current knowledge in the performance management domain by extending individual level theory of performance appraisal satisfaction and provide empirical evidence for performance appraisal and employee satisfaction at the individual level in the public sector. This study contributes theoretically by highlighting the unique effects of latent factors on employee performance appraisal satisfaction. The research also contributes in terms of methodology, in that this study contributes to the examination of the predictors of established models of performance management in a country which is culturally different from the environments in which these constructs were developed. This research has filled gaps by testing predictor variables in cross-cultural work settings, which may be useful in generalising these predictors. Furthermore, the examination of the conceptual framework using structural equation modelling is a methodological contribution in its own right. The presence of multivariate normality encourages the assessment of the measurement model by a confirmatory factor approach, using maximum likelihood estimation, which is an additional contribution to the method analysis.

Thesis (Ph.D. (Curriculum Studies)) -- University of Limpopo, 2015 / The purpose of the study was to explain how teacher evaluation is implemented in sampled schools of two districts; Mogalakwena and Waterberg of the Limpopo Province. The interpretive paradigm was followed to investigate how teachers at the sampled schools implement teacher evaluation, Integrated Quality Management System (IQMS). Within the interpretive paradigm, qualitative approach was followed to gain an in-depth understanding of social realities as well as comprehensive portrait of range of attempts, interactions, situations and perceptions. Data collection was done using interviews, observations and document analysis. Twenty-four participants participated in the study (eight principals; eight School Developmental Teams (SDTs) and eight teachers). Principals provided information on how they support, motivate teachers to implement the evaluation system and manage the implementation process. SDTSs provided information on how they plan, supervise, coordinate, and monitor the implementation process. The eight teachers provided information on how they classify areas that needed development. The study has highlighted how teacher evaluation, IQMS should be implemented and the methods that may be used to measure teacher performance. The findings revealed that schools were not implementing teacher evaluation, IQMS as stipulated in the IQMS manual (2003), and that this might result in teachers experiencing difficulties in implementing the evaluation system and obstruct the attainment of quality teaching