Performance Appraisal Procedural Justice: The Role of a Manager’s Implicit Person Theory

By Peter A. Heslin, D. Vandewalle. 2011

158 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/e551a44462f44258c5ce692ae81c39ef68b16402

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In Gender Studies

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

The potential role of mindsets in unleashing employee engagement (2015, unknown): “…as being supportive and acting in a procedurally just manner, employees might react with thoughts about how to seek vengeance (Chiu et al., 1997; Yeager et al., 2014), as well as with reduced feelings of commitment and willingness to be helpful by going the extra mile (Heslin & VandeWalle, 2011).”
Mind the mindset! The interaction of proactive personality, transformational leadership and growth mindset for engagement at work (2018, background): “Mindsets are found to play a role in performance appraisals (Heslin et al., 2005; Heslin and VandeWalle, 2011), employee coaching (Heslin et al.”
Ethical leadership and follower voice and performance : the role of follower identifications and entity morality beliefs (2015, unknown): “…managers has been shown to influence procedural justice and performance appraisal of employees (e.g., Heslin, Latham, & VandeWalle, 2005; Heslin & VandeWalle, 2011), and the implicit theory of morality in particular has been shown to influence individuals‟ understanding of and responses toward…”
Can performance appraisals motivate employees to improve performance? A Mexican study (2012, background): “Research in performance appraisals suggests that employees often perceive their appraisals to be unfair (Cardy and Dobbins 1994 ; Heslin and Vanderwalle 2009 ).”
(Un)Ethical Behavior and Performance Appraisal: The Role of Affect, Support, and Organizational Justice (2013, background): “In line with other field research on organizational justice (e.g., Korsgaard and Roberson 1995; Heslin and VandeWalle 2011), we investigate employees’ justice perceptions of an important organizational event, that is, their performance appraisal interview.”
Enhancing Cultural Intelligence: The Roles of Implicit Culture Beliefs and Adjustment (2017, background): “…implicit beliefs in shaping organizational behaviors across various domains such as task performance (Geller & Bamberger, 2012), performance appraisal (Heslin, Latham, & VandeWalle, 2005), justice perception (Heslin & VandeWalle, 2011), and negotiation performance (Kray & Haselhuhn, 2007).”