Behavioral Effects of Nonfinancial Performance Measures: The Role of Procedural Fairness

By C. Lau, A. Moser. 2008

145 citations recorded by the source corpus.

Subfields: Accounting, Management Information Systems, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/a1a921ad025c8f513a4f8d2184d7fac437f8be5b

How researchers see this paper

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

In Accounting

1. David Naranjo-Gil
2. P. Perego
3. F. Hartmann
4. M. Hiebl
5. R. Speklé
6. V. Maas
7. F. Verbeeten
8. Robert H. Chenhall

In Management Information Systems

1. David Naranjo-Gil
2. P. Perego
3. F. Hartmann
4. James R. Harrington
5. Ji Han Lee
6. M. Hiebl
7. V. Maas
8. Robert H. Chenhall

In Organizational Behavior and Human Resource Management

1. David Naranjo-Gil
2. James R. Harrington
3. P. Perego
4. Ji Han Lee
5. F. Hartmann

Citations in the corpus

• What Drives Perceived Fairness of Performance Appraisal? Exploring the Effects of Psychological Contract Fulfillment on Employees’ Perceived Fairness of Performance Appraisal in U.S. Federal Agencies (2015, background): “Thus, the managers should focus on perceived fairness of performance appraisal as a means to improve their organization (Cho & Sai, 2013; Kaplan & Atkinson, 1998; Kim & Rubianty, 2011; Krats & Brown, 2013; Lau & Moser, 2008; Lawler, 1967; Roberts, 2003; Sholihin & Pike, 2013).”
• The Effects of Leadership Styles and Use of Performance Measures on Managerial Work-Related Attitudes (2010, methodology): “…and evaluation fairness) that are both immediate criterion variables of leadership style and performance measure use as well as relevant predictor variables of subordinate satisfaction and performance (cf. Landy, 1989; Briers and Hirst, 1990, p. 395; Lau and Sholihin, 2005; Lau and Moser, 2008).”