Participation in the design of performance management systems: a quasi‐experimental field study
通过准实验现场研究，比较了参与式设计与告知-销售策略在绩效管理系统实施中的效果，发现参与式设计能显著提升员工绩效和满意度。
Abstract In the literature on the relationship between participation in decision making and performance, a tell‐and‐sell strategy is considered a viable alternative to participation. In contrast, we argue that in organizational settings, when a sensitive and important issue is at stake, participation of a form to be characterized as formal, long term, direct, and with a high degree of participant influence is more effective than a tell‐and‐sell strategy. Using a quasi‐experimental design with a participation, a tell‐and‐sell, and a control condition, a ProMES performance management system was implemented in the field service department of a Dutch supplier of photocopiers. Outcome feedback to individual technicians resulted in an average performance increase in the participation condition that was significantly higher than the increase found in the tell‐and‐sell condition. Satisfaction with the program, and the perceived usefulness of the feedback, were significantly higher in the participation condition. In both experimental conditions, the performance increase was significant compared to the control condition. An explanation for these findings is discussed, as are implications for theory and practice. Copyright © 2004 John Wiley & Sons, Ltd.