Dissatisfaction with traditional performance appraisal (PA) has led some organizations to eliminate formal reviews entirely and to substitute alternative methods of performance feedback, while other firms search for ways to improve the formal process. This study attempts to contribute to the ongoing debate about the future of PA by investigating the effects of an understudied aspect of the PA process: how well the PA system is executed by the supervisor. Our results indicate that system execution explains a significant amount of variance in intention to improve over and above a host of variables studied in previous PA studies, and that these effect sizes suggest clear practical significance.

中文翻译：

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绩效考核的系统执行研究

对传统绩效评估（PA）的不满意导致一些组织完全取消了正式的审核，并替代了绩效反馈的替代方法，而其他公司则在寻找改善正式过程的方法。这项研究试图通过调查未充分了解的PA过程的影响：监督者对PA系统的执行情况，为正在进行的有关PA未来的辩论做出贡献。我们的结果表明，系统执行可以解释大量的意向变化，以改善先前的PA研究中研究的许多变量，并且这些影响大小表明明显的实际意义。