Perceived purposes of performance appraisal: Correlates of individual‐ and position‐focused purposes on attitudinal outcomes

By Satoris S. Youngcourt, Pedro I. Leiva, Robert G. Jones. 2007

111 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/731d862d5f5215705a3f2aa7f192a45ffb0ea9e9

How researchers see this paper

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

In Organizational Behavior and Human Resource Management

1. Peggy A. Cloninger
2. T. T. Selvarajan
3. Michelle Brown
4. J. Benson
5. Douglas Hyatt
6. Shih-Yu Cheng

In Sociology and Political Science

1. T. T. Selvarajan
2. Michelle Brown
3. J. Benson

Citations in the corpus

• Consequences of the performance appraisal experience (2010, background): “A low quality experience in an evaluative PA process is likely to generate stronger reactions among employees than in a more developmentally focussed PA process (Youngcourt et al., 2007).”
• Can performance appraisals motivate employees to improve performance? A Mexican study (2012, background): “DeNisi and Pritchard 2006 ; Youngcourt, Leiva and Jones 2007 ).”