Purpose: The purpose of this paper is to study the development and consider the future of one of the most controversial areas of human resource development – employee performance management (PM). Design/methodology/approach: Through bibliometrics, a multiple correspondence analysis identifies the main research directions of PM studies and provides a map of descriptors and a list of authors, along with a framework to track PM literature over 20 years (1998–2018). Findings: Scholars have attempted to address some of the questions raised by earlier researchers. However, critical questions remain unanswered, and there is increasing dissatisfaction with the process. The most glaring yet unaddressed problem with PM is poor employee acceptability of the process. Practical implications: If the research gaps are addressed, the lack of acceptability of the PM could be resolved and more effectively managed in the future. Originality/value: The study particularly addresses poor employee “acceptability” of the PM process, a subject that has received limited attention by scholars.

中文翻译：

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员工绩效管理：绘制1998年至2018年的图表

目的：本文的目的是研究人力资源开发中最具争议的领域之一-员工绩效管理（PM）的发展并考虑其未来。设计/方法论/方法：通过文献计量学，多重对应分析确定了PM研究的主要研究方向，并提供了描述符图和作者列表以及追踪20年（1998-2018年）PM文献的框架。调查结果：学者们试图解决早期研究者提出的一些问题。但是，关键问题仍未得到解答，并且对该过程的不满情绪也越来越高。PM最明显但尚未解决的问题是员工对该流程的接受度很差。实际意义：如果研究差距得到解决，PM缺乏可接受性的问题可以在将来得到解决并得到更有效的管理。独创性/价值：该研究特别针对员工对PM过程的“可接受性”不佳，该主题受到学者的关注有限。