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Single-rating, multi-rating 360° performance management and organizational outcomes: evidence from the UAE

Mohamed Behery (University of Dubai, Dubai, United Arab Emirates)

International Journal of Organizational Analysis

ISSN: 1934-8835

Article publication date: 11 March 2021

Issue publication date: 18 January 2022

696

Abstract

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.

Keywords

Acknowledgements

The author thank the anonymous reviewers for the valuable suggestions that improve this research paper massively.

Citation

Behery, M. (2022), "Single-rating, multi-rating 360° performance management and organizational outcomes: evidence from the UAE", International Journal of Organizational Analysis, Vol. 30 No. 1, pp. 47-83. https://doi.org/10.1108/IJOA-03-2020-2095

Publisher

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Emerald Publishing Limited

Copyright © 2021, Emerald Publishing Limited

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