Predictors of Employee Preferences for Multirater and Group-Based Performance Appraisal
研究预测员工对360度评估和群体绩效管理偏好的因素，基于加拿大电信公司和政府部门的调查数据，发现工作设计和评估背景能解释偏好差异，对管理者设计评估系统有参考价值。
This study conceptualizes and measures user preferences for 360-degree appraisals and group-level performance management (PM). Users are defined as either recipients of PM processes or those whose job it is to administer the process. Aspects of individual users, their work design, and current appraisal context were used to predict preferences. Two studies were conducted involving data collection in a large Canadian telecommunications conglomerate and a department of the Canadian government, respectively. Predictors explained significant amounts of variance in user preferences, especially those pertaining to group-level PM. Practical implications are suggested with regard to collecting and using user preferences. In addition, suggestions for future research are offered concerning the need to examine a broad range of users in different organizational settings and to measure actual system design features and their effectiveness.