How Formal Performance Evaluation Affects Trust between Superior and Subordinate Managers

By F. Hartmann, Sergeja Slapnicar. 2009

197 citations recorded by the source corpus.

Subfields: Accounting, Management Information Systems, Safety Research

View Paper: https://www.semanticscholar.org/paper/d25b1b801b98c63e3565bf428e6d90624b9b2353

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. M. Hiebl
5. V. Maas
6. Robert H. Chenhall
7. Frank Moers

In Safety Research

1. David Naranjo-Gil
2. P. Perego
3. F. Hartmann
4. F. Verbeeten
5. R. Speklé

Citations in the corpus

• Goal-setting participation and goal commitment: Examining the mediating roles of procedural fairness and interpersonal trust in a UK financial services organisation (2011, unknown): “Finally, a recent study by Hartmann and Slapnicar (2009) using a sample of departmental managers of Slovenian commercial banks also reported a positive association between procedural fairness and trust.”
• The Effects of Leadership Styles and Use of Performance Measures on Managerial Work-Related Attitudes (2010, result): “Since we cannot judge the relative strengths of these opposite effects and studies have shown mixed results about the relationship between objectivity and fairness (cf. Hartmann and Slapničar, 2009), we do not develop a directional prediction.”