The purpose of this study was to investigate the effects of employee input in the development stage of a new performance appraisal system on their attitudes and work behaviors. A field quasi-experiment with pre-test and post-test measures was conducted in two plants of an organization. The results, consistent with the hypotheses, show that the employees in the experimental plant report higher proximal (satisfaction with the performance appraisal system, procedural justice of the performance appraisal system) and distal (organizational satisfaction, fairness of the organization and citizenship behaviors) outcomes. Also, the proximal outcomes were stronger than the distal ones. Implications for theory and practice are discussed.
| Identifer | oai:union.ndltd.org:USF/oai:scholarcommons.usf.edu:etd-1311 |
| Date | 13 November 2008 |
| Creators | Ispas, Dan |
| Publisher | Scholar Commons |
| Source Sets | University of South Flordia |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | Graduate Theses and Dissertations |
| Rights | default |
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