Indiana University-Purdue University Indianapolis (IUPUI) / There has been a growing literature regarding how subordinates’ reaction
potentially impacts the performance management effectiveness. However, managers’
reaction to performance management has been largely overlooked. To address this
research gap, the major purpose of the current study was two-fold. First, the present study
proposed a three-component commitment model to conceptualize managers’ perception
toward performance management. Second, by employing self-determination theory, the
current study examined how managers’ implicit person theory and the perceived
performance management purpose interactively shaped their commitment pattern towards
performance management. Confirmatory factor analysis supported the hypothesized
factor structure of performance management commitment. Further, managers’
incrementalism was a significant and negative predictor of continuous commitment to
performance management. Lastly, the moderate effect of perceived purpose of
performance management in the relationship between managers’ IPT and affective
commitment to performance management was supported. Theoretical contribution, study
limitations as well as further research directions were discussed.
| Identifer | oai:union.ndltd.org:IUPUI/oai:scholarworks.iupui.edu:1805/11018 |
| Date | 29 July 2016 |
| Creators | Wang, Erzhuo |
| Contributors | Williams, Jane R., Ashburn-Nardo, Leslie, Porter, Christopher, Grahame, Nicholas J. |
| Source Sets | Indiana University-Purdue University Indianapolis |
| Language | en_US |
| Detected Language | English |
| Type | Thesis |
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