Department

University of Tennessee at Chattanooga. Dept. of Psychology

Publisher

University of Tennessee at Chattanooga

Place of Publication

Chattanooga (Tenn.)

Abstract

Performance appraisals are conducted regularly in professional organizations as a means to evaluate employee performance and overall company effectiveness. Employees and employers alike dread appraisal time; appraisals are often time consuming, tedious, and yield minimal positive results. Previous research has shown that employee perceptions of performance appraisals are important to consider when determining their overall effectiveness. In order to build new systems that could be viewed more positively by managers and employees, a deeper examination into the issues of performance appraisals, especially from the manager’s perspective, is needed. Our study looks at data gathered from a survey given to academic library directors, prompting them to evaluate the purposefulness of their current performance appraisal systems. Embedded in this survey is an open-ended response question, asking directors their perceptions of the PA system in their library. Our study seeks to determine if we can use text analytics create a better understanding of manager’s reactions and perceptions of PA systems and formats. We believe that the data gathered from the textual analysis will provide incremental validity into manager perceptions of performance appraisals and further insight into how organizations can improve their own processes.

Date

October 2017

Subject

Industrial and organizational psychology

Document Type

posters

Language

English

Rights

Under copyright.

License

http://creativecommons.org/licenses/by-nc-nd/3.0/

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Oct 28th, 10:00 AM Oct 28th, 10:55 AM

The Dark Side of Performance Appraisals: A Study of University Librarians Across the U.S.

Performance appraisals are conducted regularly in professional organizations as a means to evaluate employee performance and overall company effectiveness. Employees and employers alike dread appraisal time; appraisals are often time consuming, tedious, and yield minimal positive results. Previous research has shown that employee perceptions of performance appraisals are important to consider when determining their overall effectiveness. In order to build new systems that could be viewed more positively by managers and employees, a deeper examination into the issues of performance appraisals, especially from the manager’s perspective, is needed. Our study looks at data gathered from a survey given to academic library directors, prompting them to evaluate the purposefulness of their current performance appraisal systems. Embedded in this survey is an open-ended response question, asking directors their perceptions of the PA system in their library. Our study seeks to determine if we can use text analytics create a better understanding of manager’s reactions and perceptions of PA systems and formats. We believe that the data gathered from the textual analysis will provide incremental validity into manager perceptions of performance appraisals and further insight into how organizations can improve their own processes.