Separating the Developmental and Evaluative Performance Appraisal Uses

232 citations recorded by the source corpus.

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

Performance Appraisal Systems: Determinants and Change (2005, unknown): “Debate about the use of performance ratings also commenced about this time: ratings used for developmental purposes were seen to be more lenient than ratings intended to determine pay outcomes (Boswell and Boudreau 2002).”
Performance appraisals and job satisfaction (2017, unknown): “They frequently consist of both a developmental and an evaluative dimension (Boswell & Boudreau, 2002).”
Different relationships between perceptions of developmental performance appraisal and work performance (2007, background): “Performance appraisal (PA) is often considered one of the most important human resource practices ( Boswell and Boudreau, 2002”
Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation (2006, background): “Thus, whereas the ultimate goal of performance appraisal is to improve the effectiveness of employees (e.g., Boswell and Boudreau, 2002; Williams, 1998), the findings of this study suggest that it is more effective in influencing attitudes and behavioural intentions than in increasing work…”
The Social Context of Performance Appraisal: A Review and Framework for the Future (2004, background): “While the majority of the research on performance appraisal purpose has focused on the rater, some work has also been conducted on ratee effects (Boswell & Boudreau, 2000, 2002).”