Dr. Herman Aguinis
PE-A1-engb 1/2011 (1033)
This course text is part of the learning content for this Edinburgh Business School course. In addition to this printed course text, you should also have access to the course website in this subject, which will provide you with more learning content, the Profiler software and past examination questions and answers. The content of this course text is updated from time to time, and all changes are reflected in the version of the text that appears on the accompanying website at http://coursewebsites.ebsglobal.net/. Most updates are minor, and examination questions will avoid any new or significantly altered material for two years following publication of the relevant material on the website. You can check the version of the course text via the version release number to be found on the front page of the text, and compare this to the version number of the latest PDF version of the text on the website. If you are studying this course as part of a tutored programme, you should contact your Centre for further information on any changes. Full terms and conditions that apply to students on any of the Edinburgh Business School courses are available on the website www.ebsglobal.net, and should have been notified to you either by Edinburgh Business School or by the centre or regional partner through whom you purchased your course. If this is not the case, please contact Edinburgh Business School at the address below: Edinburgh Business School Heriot-Watt University Edinburgh EH14 4AS United Kingdom Tel + 44 (0) 131 451 3090 Fax + 44 (0) 131 451 3002 Email firstname.lastname@example.org Website www.ebsglobal.net
Dr. Herman Aguinis (http://www.cudenver.edu/~haguinis) Dr. Aguinis is the Mehalchin Term Professor of Management in the Business School at the University of Colorado at Denver, USA. He has been a visiting scholar at universities in the People’s Republic of China (Beijing and Hong Kong), Malaysia, Singapore, Argentina, France, and Spain. His teaching, research and consulting activities are in the areas of human resources management, organisational behaviour and research methodology. Dr. Aguinis is the author of Applied Psychology in Human Resource Management (with Wayne F. Cascio, 6th ed., 2005, Prentice Hall), the author of Regression Analysis for Categorical Moderators (2004, Guilford), and the editor of Test-Score Banding in Human Resource Selection (2004, Praeger). In addition, he has written over 50 refereed journal articles in Academy of Management Journal, Academy of Management Review, Journal of Applied Psychology, Personnel Psychology, Organisational Behaviour and Human Decision Processes, and elsewhere. Dr. Aguinis served as Division Chair for the Research Methods Division of the Academy of Management (2003–2004), and currently serves as Editor-in-Chief for the journal Organisational Research Methods (2005–2007). He has delivered over 100 presentations at professional conferences, and has consulted with organisations in the USA, Europe and South America.
First Published in Great Britain in 2005. © H. Aguinis 2005 The rights of Dr. Herman Aguinis to be identified as Author of this Work has been asserted in accordance with the Copyright, Designs and Patents Act 1988. All rights reserved; no part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise without the prior written permission of the Publishers. This book may not be lent, resold, hired out or otherwise disposed of by way of trade in any form of binding or cover other than that in which it is published, without the prior consent of the Publishers.
To my wife, Heidi, The best coach I’ve ever had
Preface Acknowledgements PART 1 Module 1 STRATEGIC AND GENERAL CONSIDERATIONS Performance Management and Reward Systems in Context 1.1...
References: 1. DeNisi, A. S., Kluger, A. N. (2000). Feedback effectiveness: can 360-degree appraisals be improved? Academy of Management Executive, 14, 129–139. 2. Fandray, D. (2001, May). Managing performance the Merrill Lynch way. Workforce Online. http://www.workforce.com/archive/feature/22/28/68/223512.php 3. Thomas, S. L., Bretz, R. D. (1994). Research and practice in performance appraisal: Evaluating employee performance in America’s largest companies. SAM Advanced Management Journal, 59(2), 28–34. 4. Peters, T. (1987). The new masters of excellence. Niles, IL: Nightingale Conant Corp. 5. Sumlin, R. Performance management: impacts and trends. DDI white paper. http://www.ddi.com/pdf/OCWP06.pdf (26 March 2004). 6. Gabris, G. T., Ihrke, D. M. (2001). Does performance appraisal contribute to heightened levels of employee burnout? The results of one study. Public Personnel Management, 30, 157–172. 7. FMI Corporation (15 November 2000). Using performance reviews to improve employee retention: Contractor’s business management report, p. 2, Denver, CO: Author. 8. The following discussion is based in large part on Chapter 1 from Milcovich, G. T., Newman, J. M. (2002). Compensation management (7th edn). New York: McGraw-Hill. 9. Lewin, D. (2002, January). Incentive compensation in the US public sector: A study of usage, perceptions, and preferences. Paper presented at the annual meeting of the Industrial Relations Research Association, Atlanta, GA. 10. Esen, E. (2003). Job benefits survey. Alexandria, VA: Society for Human Resource Management. 11. Why Choose Sun? Available on-line at http://au.sun.com/employment/student/whysun.html 12. Company car or allowance? Available on-line at http://www.buyingacar.co.za/company.htm 13. Pierce, C. A., Aguinis, H., Adams, S. K. R. (2000). Effects of a dissolved workplace romance and rater characteristics on responses to a sexual harassment accusation. Academy of Management Journal, 43, 869–880. 14. Adapted from Cleveland, J. N., Murphy, R. E. (1989). Multiple uses of performance appraisal: Prevalence and correlates. Journal of Applied Psychology, 74, 130–135.
Edinburgh Business School Performance Management
Module 1 / Performance Management and Reward Systems in Context
15. London, M., Smither, J. W. (2002). Feedback orientation, feedback culture, and the longitudinal performance management process. Human Resource Management Review, 12, 81–100. 16. Cascio, W. F., Aguinis, H. (2005). Applied psychology in human resources management (6th edn). Upper Saddle River, NJ: Prentice Hall. 17. Fandray, D. (2001, May). The new thinking in performance appraisals. Workforce online. http://www.workforce.com/archive/feature/22/28/68/index.php 18. Erdogan, B. (2002). Antecedents and consequences of justice perceptions in performance appraisals. Human Resource Management Review, 12, 555–578. One way to improve both distributive and procedural justice is to set clear rules to be applied consistently by all supervisors. 19. Cawley, B. D., Keeping, L. M., Levy, P. E. (1998). Participation in the performance appraisal process and employee reactions: a meta-analytic review of field investigations. Journal of Applied Psychology, 83, 615–633. 20. Eddy, E. R., Stone, D. L., Stone-Romero, E. F. (1999). The effects of information management policies on reactions to human resource information systems: an integration of privacy and procedural justice perspectives. Personnel Psychology, 52, 335–358.
Performance Management Edinburgh Business School
Please join StudyMode to read the full document