Purpose

This study is an academic attempt to bridge the gap between Western theories and the under-researched non-western contexts by studying the characteristics of traditional and modern performance management systems (PMSs) in the United Arab Emirates (UAE). Drawing on the expectancy theory, this study aims to discuss the significant causal relationship between the implementation of single-rating, multi-rating 360° performance management (PM) and organizational outcomes such as trust, commitment, satisfaction and intention to leave.

Design/methodology/approach

Using the self-reported measures and survey method, data were collected from 439 employees from different organizations across the UAE. Explanatory factor analysis, simple linear regression and multi-group were used to test the proposed conceptual model and examine the mediation and moderation impact.

Findings

The study explored the best-practices attributes of the traditional single-rating, multi-rating 360° PM within a non-western context. This study also provides empirical evidence on the significant role of uncertainty avoidance and power distance orientation as a mediator between the relationship between these PMSs and trust, commitment, job satisfaction and intention to leave. Finally, this paper examined the effect of many demographic variables (such as gender, age, industry type […]) on the relationship between the independent variables and the dependent variables.

Originality/value

This study extends research on PM theories and models. Another important aspect of this study is that its model has been tested on the UAE’s data, an underrepresented geographic region in the management literature. Given all the PM’s positive characteristics, the way that this feedback is viewed and interpreted by employees may be moderated according to the employee’s management level, age, gender and many other demographics.

中文翻译：

---

单评级、多评级 360° 绩效管理和组织成果：来自阿联酋的证据

目的

本研究是一项学术尝试，通过研究阿拉伯联合酋长国 (UAE) 的传统和现代绩效管理系统 (PMS) 的特征，弥合西方理论与研究不足的非西方背景之间的差距。本研究借鉴期望理论，旨在探讨单评分、多评分 360°绩效管理（PM）的实施与信任、承诺、满意度和离职意向等组织结果之间的显着因果关系。

设计/方法/方法

使用自我报告的措施和调查方法，收集了来自阿联酋不同组织的 439 名员工的数据。解释性因素分析、简单线性回归和多组用于检验提出的概念模型并检验中介和调节影响。

发现

该研究探索了非西方背景下传统单评级、多评级 360° PM 的最佳实践属性。本研究还提供了实证证据，证明不确定性规避和权力距离取向在这些 PMS 与信任、承诺、工作满意度和离职意向之间的关系之间具有重要的中介作用。最后，本文研究了许多人口统计变量（如性别、年龄、行业类型 […]）对自变量和因变量之间关系的影响。

原创性/价值

本研究扩展了对 PM 理论和模型的研究。这项研究的另一个重要方面是，它的模型已经在阿联酋的数据上进行了测试，这是管理文献中代表性不足的一个地理区域。鉴于 PM 的所有积极特征，员工查看和解释此反馈的方式可能会根据员工的管理水平、年龄、性别和许多其他人口统计数据进行调整。