Perceptual Effects of Participative, Goal-Oriented Performance Appraisal: A Field Study in Public Agencies
在州政府六个部门实施参与式、目标导向绩效评估后，发现员工感知未受影响，表明应先验证感知有效性再考察态度或行为变化。
A participatory, goal-oriented performance appraisal (PGPA) program was implemented in six departments of a state government. In a departure from the standard but questionable practice in the field, we examined the perceptual, rather than attitudinal or behavioral, impact of the program. We found that public employee perceptions were not responsive to PGPA. Consistent with the social cognition perspective of the article, the results suggest that perceptual effectiveness of a performance appraisal program should be established before its attitudinal or behavioral impact is examined. The results also underscore the difficulties of moving participatory, goal-oriented programs from laboratory settings to the field.