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Dissertations / Theses on the topic 'Performance appraisal justice'

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Published: 4 June 2021

Last updated: 9 February 2022

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1

Russell, Amy L. "Procedural justice and performance appraisal : a test of Greenberg's model /." Thesis, This resource online, 1993. http://scholar.lib.vt.edu/theses/available/etd-03022010-020239/.

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Maitland, Jennifer. "Differences in Perceived Organizational Justice Based Upon Overall Performance Appraisal Ratings." Thesis, Capella University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10265853.

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<p> The purpose of this study was to identify differences in perceived organizational justice between employees in different categories of overall performance appraisal ratings. This study was also concerned with the level of distributive, procedural, interpersonal, and informational justice individually dependent upon the overall performance appraisal rating. Performance appraisals can impact procedural and distributional justice, but few studies have been conducted illustrating the influence of the multifocal model of justice following a performance appraisal and the specific influence on ea

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Smith, Lagena L. "The Performance Appraisal Process| Best Approaches to Support Organizational Justice for Employees." Thesis, University of Maryland University College, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10639764.

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<p> What is considered a fair and accurate performance appraisal depends on whom you ask. The performance appraisal, an evaluation/assessment instrument widely used by many human resource departments, has been in the controversial spotlight for almost as long as organizations have been in existence. The performance appraisal process (or lack thereof) is one of the mostly hotly debated human resources issue in today’s work environment, and there is a trend to abandon traditional performance appraisals (Kenny, 2016). One purpose of the performance appraisal is to communicate to employees a

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4

Bivens, Jennifer. "The Effects of Interactional Justice Perceptions of Performance Appraisal Feedback on Appraisal Satisfaction, Counterproductive Work Behaviors, and Self-Efficacy." Thesis, Southern Illinois University at Edwardsville, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10128053.

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<p> There are many factors that influence the success of employees in organizations, one of which is the perception of interactional justice. Interactional justice combines two forms of justice: informational justice (the degree to which employees are given relevant information) and interpersonal justice (whether employees are treated with dignity and respect) (Bies & Moag, 1986; Patient & Skarlicki, 2014). The present study sought to explore how perceptions of interactional justice during a performance review influence appraisal satisfaction, workplace self-efficacy, and counterproduc

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Gaubas, Paulius. "Organizacinis teisingumas darbo atlikimo vertinime ir jo sąsajos su nuostatomis darbo atžvilgiu." Master's thesis, Lithuanian Academic Libraries Network (LABT), 2014. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2009~D_20140626_194730-80771.

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Šiame darbe tyrėme organizacinio teisingumo reiškinį apsiribodami darbo atlikimo vertinimo (toliau - DAV) kontekstu, nes yra duomenų, kad suvoktas DAV teisingumas ankstesniuose tyrimuose buvo susijęs su darbo atlikimo vertinimo sistemos efektyvumu ir kitomis pasekmėmis organizacijai. Didžiausias dėmesys tyrime buvo skirtas darbo atlikimo vertinimo proceso veiksnių sąsajų su DAV teisingumu tyrimui. Kaip pasekmes organizacijai mes tyrėme nuostatas darbo atžvilgiu. Nagrinėjome ryšius tarp DAV teisingumo ir pasitenkinimo darbu bei ketinimo keisti darbą. Tyrime apklausta 117 dirbančių asmenų, kurių

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Ghulam, Shakil Ahmed Ghulam Gadir. "Distributive justice vs. procedural justice: Perceptions of fairness of Saudi Arabian civil service employees in their performance appraisal system." Diss., The University of Arizona, 1993. http://hdl.handle.net/10150/186110.

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This study uses the concepts of distributive justice and procedural justice to examine Saudi Arabian civil service employees' determinants of fairness in their performance appraisal system. A survey of 400 civil service employees in different public sector agencies in two major cities of Saudi Arabia, Riyadh and Jeddah, was conducted. Seven hypotheses were proposed and tested. The composite dependent variable was the "Perceived satisfaction and fairness of the performance appraisal system." Data were collected by means of a questionnaire. Multiple regressions and T-tests analyses were used to

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Delaporte, Cyprien. "Les perceptions de justice en situation de changement dans l'armée de l'air française : comprendre les enjeux de la notation annuelle pour agir de façon juste." Thesis, Nice, 2016. http://www.theses.fr/2016NICE2005/document.

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Les travaux présentés dans cette thèse ont pour but de mettre en lumière certains enjeux de justice organisationnelle qui émergent dans le cadre des évaluations annuelles du personnel de l’Armée de l’air. A travers plusieurs approches méthodologiques qualitatives et quantitatives, nous montrons dans un premier temps comment la justice distributive prédomine lorsqu’il s’agit pour les militaires de rendre compte de leur sentiment de justice globale lors des notations. Nous élargissons ensuite ces considérations à une série de variables en lien avec le travail, l’organisation et le leadership. No

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Oliveira, Sandra Luzia Esteves. "Percepção de justiça dos avaliados acerca da sua avaliação de desempenho." Master's thesis, Universidade de Évora, 2006. http://hdl.handle.net/10174/16028.

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O propósito deste trabalho é compreender a perceção de justiça que os enfermeiros avaliados têm acerca da sua avaliação de desempenho, considerando as diferentes dimensões da literatura sobre justiça organizacional - procedimental, distributiva e interaccional. Aplicámos um questionário numa amostra de 105 enfermeiros duma população de 350 de um hospital central. Os nossos resultados demonstram que a dimensão de justiça mais importante para os avaliados, é a justiça distributiva, ou seja, a justiça dos resultados na avaliação de desempenho. No entanto, os avaliados consideram que os aspetos ma

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9

Norton, Christina (Minuth). "The Conceptualization of Justice Perceptions in Appraising Performance of Knowledge Work." Scholar Commons, 2018. https://scholarcommons.usf.edu/etd/7554.

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Organizational justice theory suggests employees are more likely to accept appraisal outcomes if they believe the process to be fair. As an increasing percentage of the workforce is made up of knowledge workers with job characteristics that are less structured and more autonomous, the shift in appraisal research from measurement accuracy to perceptions on fairness is fitting. This research investigates the relationships between justice perceptions and performance appraisal satisfaction by knowledge workers. The study extends previous research with the creation of composite measures to examine

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Sotomayor, Ana. "As percepções de justiça organizacional na avaliação de desempenho : consequências sobre o compromisso organizacional e o compromisso face ao superior hierárquico." Doctoral thesis, Instituto Superior de Economia e Gestão, 2006. http://hdl.handle.net/10400.5/3662.

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Doutoramento em Gestão<br>A presente investigação tem como objectivo determinar quais as dimensões de justiça organizacional que, num contexto de avaliação de desempenho, são identificadas pelos trabalhadores e o modo como as mesmas afectam o seu compromisso face à organização e face ao seu superior hierárquico. Paralelamente, são analisadas as influências de variáveis de controlo, bem como a existência de efeitos interactivos. A metodologia utilizada é composta por três fases. Numa primeira etapa foram elaborados os instrumentos de medida (questionários) de justiça organizacional, compromisso

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Reis, Idaldina Patrícia de Almeida. "Avaliação de desempenho como promotor da partilha de conhecimento." Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/14308.

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Mestrado em Gestão de Recursos Humanos<br>O presente estudo tem como objetivo estudar a forma pela qual a avaliação de desempenho é promotor/facilitadora da partilha de conhecimento. O mesmo será feito com base na análise da perceção dos colaboradores acerca da justiça e equidade do processo avaliativo, aprendizagem organizacional, e a perceção de Justiça Interacional. A amostra foi composta por 55 respondentes, parte de duas consultoras (IT e Recursos Humanos). Os resultados mostraram que tendo em conta à análise de regressão linear simples, as variáveis perceção de justiça no processo avalia

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Pereira, Beatriz Mendonça Correia Pires. "Os efeitos das perceções de justiça na avaliação de desempenho na motivação para melhorar o desempenho e na intenção de saída." Master's thesis, Instituto Superior de Economia e Gestão, 2018. http://hdl.handle.net/10400.5/16533.

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Mestrado em Gestão de Recursos Humanos<br>Sendo a avaliação de desempenho uma das práticas de Gestão de Recursos Humanos mais relevantes, importa avaliar as perceções que lhe estão associadas e os seus efeitos nos resultados e respostas dos colaboradores da organização. Assim, a presente investigação tem como objetivo analisar a relação entre as perceções de justiça organizacional associadas ao processo de avaliação de desempenho, e os efeitos que têm quer na motivação para melhorar o desempenho quer na intenção de saída. Os dados foram recolhidos através de um inquérito por questionário, a um

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Sarmento, Catarina Vargas de Oliveira de Moraes. "Avaliação de desempenho de perfis comerciais : impacto na satisfação e no turnover." Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/14268.

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Mestrado em Gestão de Recursos Humanos<br>O presente trabalho pretende realizar uma análise da relação entre a Avaliação de Desempenho e a Satisfação no Trabalho e as intenções de Turnover. Esta análise será realizada para perfis comerciais. Em termos metodológicos foram recolhidos 130 questionários em 2017, tendo por base 5 escalas (Voz Instrumental, Voz Não-Instrumental, Justiça Distributiva, Satisfação, e Intenções de Turnover). A análise fatorial da escala de Satisfação revelou a existência de 4 dimensões (Satisfação com a conversa, Satisfação com a preparação, Motivos de Insatisfação e C

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Germeroth, Vanessa R. "Human Resources Administrator Perceptions of Procedural and Distributive Justice in Performance Appraisals as Predictors of Satisfaction Among Academic Support Staff." Thesis, Lindenwood University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3734047.

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<p> The roles provided by academic support staff workers are critical for institutions, yet the workgroup is often overlooked or underrepresented in scholarly research. Performance appraisal is a necessary component of employment and support staff should experience justice in the appraisal of their performance. The appraisal process for workers should match position descriptions and should align with departmental and institutional strategic goals. A qualitative, phenomenological, interview-based approach was selected for this study. One-on-one interviews occurred to explore the perceptions of

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Parker, Sakena. "Distributive- and procedural justice: towards understanding fairness perceptions of performance appraisals in a national government department office, Chief Directorate Surveys and Mapping." Thesis, University of the Western Cape, 2006. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_5681_1183429128.

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<p>Perceptions of performance management in the South African Public Sector was characterised by high levels of unfairness owing to a bias in favour of those individuals that can write essays well. The essays would provide the evaluation team with an indication of the achievement of the individual as its relates to job performance, knowledge, insight, interpersonal relations and leadership qualities. Although the Performance Management system has changed from what was called the Performance Appraisal System to the Personnel Performance Management System that involves both supervisor and employ

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"Self-appraisal versus traditional performance appraisal: Perceptions of procedural justice." Tulane University, 1990.

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Procedural justice was operationalized through the use of self-appraisal (SA). The effects of SA on employees' attitudes toward the organization and behavior in the organization were examined Data for this study were gathered from employees of the retail outlets of Goodwill Industries in New Orleans. Pre-appraisal data included employees' current attitudes toward the organization (job satisfaction, perceptions of voice in and commitment to the organization, and trust in supervisor) and their supervisors' rating of their OCB. Each retail outlet was randomly assigned a condition--self-appraisal

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Fu, Peng-Chuan, and 傅鵬全. "A Perceived Justice Contingency Framework with Affecting Performance Appraisal and Compensation Reward Strategy." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/23089518614038035941.

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博士<br>淡江大學<br>管理科學學系博士班<br>100<br>To sustain and create competitive advantage, organizations should first understand current competitive advantage as external contingency environment, design appropriate performance appraisal and compensation strategy for different explicitness of job characteristic as internal contingency environment; and adopt proper management strategy in accordance to employees’ justice tendency. This study establishes a perceived justice contingency framework for organizations sustain and create competitive advantage by specific criteria and means alignment of performance

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Chiang, Wen-hsiu, and 江文琇. "Procedural justice, distributive justice on supervisory trust and job involvement of the effect - Moderating effects of performance appraisal values." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/63973160932289681682.

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碩士<br>國立中山大學<br>人力資源管理研究所<br>98<br>In this study, procedural justice, distributive justice and performance appraisal values to explore and understand the workplace in organizational justice (procedural justice, distributive justice) and the degree of emphasis on the staff performance appraisal values to job involvement and supervisory trust’s influence, in addition, recognized individuals in their work performance evaluation of values, procedural justice, distributive justice, supervisory trust and job involvement are also included in the scope of regulation. The design of this questionnai

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Lou, Shin-Shing, and 羅新興. "A Study on Procedural Justice in Performance Appraisal - Examing the Antecedents and Consequences of Ratee''''''''s Perceptions of Justice." Thesis, 2000. http://ndltd.ncl.edu.tw/handle/05598448528561193896.

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博士<br>國立臺灣大學<br>商學研究所<br>88<br>The increasing acceptance of concepts of democracy and law abidance has fostered attention on the issue of procedural justice by organizational members as one of the key topics of managerial decision making. This study utilizes performance appraisal as research contexts and examines the antecedents and the consequences of ratees’ perceived procedural justice. Employees from 30 Taiwanese companies were sampled. There were 324 effective responses. Results from data analyses showed that: (1) The more a ratee perceived the effectiveness of criteria of performance app

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Lin, Pei-Yi, and 林佩宜. "The Influence of the Employees’ Personality Traits on the Perception of Distributive Justice of Performance Appraisal." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/41560519580746626131.

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碩士<br>中原大學<br>管理研究所<br>101<br>To cope with the stream that the enterprises attach more importance to job performance of the employees and harmonious labor relationship as well, creating a better system of performance assessment to increase enterprises’ efficiency becomes the critical concern of human resource management. This research intends to proceed with an empirical research on the perceptions of performance justice from the employees, and the influence of the perception of procedural justice on the perception of distributive justice of performance appraisal of the employees. Some importa

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Yuan, Vincent, and 袁國森. "The relations between the perception of procedural and distributive justice and employees'' attitude toward the performance appraisal." Thesis, 1997. http://ndltd.ncl.edu.tw/handle/19117663234115029908.

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碩士<br>國立中央大學<br>人力資源管理研究所<br>85<br>The employees attitude toward appraisal is one important way to understand the appraisal system. This study is trying to find out the relations between the procedural and distributive justice of appraisal system and the employees'' attitude toward the the appraisal. The results show that the relations between procedural justice and the employees'' attitude is weaker than the relations between distributive justice and the employees''

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Wang, Chin-Ho, and 王進和. "The Study on the Justice of Performance Appraisal Related to Work Attitude for Private High School Teachers." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/41319104386133147387.

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碩士<br>立德大學<br>工業管理研究所<br>97<br>The justice of performance appraisal is an important index for an organization to judge the effect of performance appraisal. This also possiblly influences the work attitude of its employee. The research discusses the justice of performance appraisal (includes procedural justice and distributive justice) as it relates to the work attitude (includes job satisfaction, job involvement and organization commitment) for private high school teachers. The research considers personsal profile as control variable, the justice of performance appraisal as independent variabl

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Mwale, Daniel Noah. "Employees perceptions of performance appraisal in public technical vocational and entrepreneurship training institutions in Zambia." Diss., 2016. http://hdl.handle.net/10500/21906.

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The purpose of this study was to explore employee perceptions of performance appraisal in two public Technical Education Vocational Entrepreneurship and Training (TEVET) institutions located in the Southern Province of Zambia. This study followed a quantitative research approach using the census method to obtain data. Seventy-three (73) participants out of a total population of 129 at varying employment levels consented and participated in the study. A 59 item self-administered questionnaire was administered to obtain responses. The main conclusion from this study was that employees held posi

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Tsai, Ang-jun, and 蔡昂潤. "Using Structural Equation Modeling to explore the relationships among the characteristics of performance appraisal activities, organizational justice and organizational commitment." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/81585945740972747431.

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碩士<br>國立成功大學<br>工業與資訊管理學系碩博士班<br>97<br>In order to survive in the era of knowledge economy, organizations often made use of human resource management relevant activities to motive their employees to achieve the working objectives. Jawahar (2007) has proposed that employees’ perception of organizational justice had a crucial effect on the success of performance appraisal. However, most studies have emphasized on the relationships between employees’ perception of organizational justice and organizational commitment (Hui & Rupp, 2005; Lavelle, Rupp, & Brockner, 2007; Olkkonen & Lipponen, 2006) qu

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Lin, Ching-Ting, and 林靖婷. "Relationships among employee perceived performance appraisal accuracy, psychological contract fulfillment and contextual performance: A study of cross-level analysis of moderating role of justice climate." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/rmm5cz.

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碩士<br>國立彰化師範大學<br>人力資源管理研究所<br>106<br>The purpose of this study was to test the relationships among employee perceive performance appraisal accuracy, psychological contract fulfillment and contextual performance. By implementing questionnaire survey, a total of 343 paired-samples were received through survey. Data were analyzed through Pearson correlation, structural equation modeling and hierarchical linear modeling to test our proposed model. As we expected, employee perceive performance appraisal accuracy was positively related to contextual performance; psychological contract fulfillment m

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Hsieh, Tung-Lung, and 謝東龍. "The Study on Perceptions of Politics, Procedural Justice and Turnover Intention in Performance Appraisal– An Example on Bank’s Employee in Taipei." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/3zedc7.

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碩士<br>銘傳大學<br>管理研究所<br>95<br>As a result of the environment prompt generation of vicissitude, the enterprise selects, the employment worker are mostly for the knowledge worker. But in the globalization and under the labor force diversification phenomenon, the enterprise must start ponders about “human''s management” the subject. Speaking of the modernized enterprise and the knowledge worker, not only the achievements appraise may meet the knowledge worker''s need, is the modernized enterprise attraction and the retention outstanding knowledge worker''s important method. Because in the achiev

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Lee, Wei-hsiang, and 李維祥. "A Study on the Relationships among Justice of Performance Appraisal, Trust & Organizational Citizenship Behavior-An Example of the Insurance Company in Taiwan." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/18893298914977548753.

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碩士<br>義守大學<br>工業工程與管理學系碩士班<br>94<br>This study attempted to explore the relationship among justice of performance appraisal, trust, and organizational citizenship behavior on the employees of an insurance company in Taiwan; furthermore, it tried to find out how the differences of employees’ perception toward justice of performance appraisal (procedural justice and distributive justice) affect trust (supervisor trust, organizational trust and the trust of the colleague) and organizational citizenship behavior (identifying organization, assisting colleagues, abiding by the law, scrupulous in sep

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Chien, Junghung, and 簡榮宏. "A Correlation Study On Organization Justice Of Performance Appraisal, Leader-Member Relationship Quality, And Organizational Citizenship Behaviors–Sampling Employees At A Petroleum Corporation." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/87802513760049793184.

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碩士<br>義守大學<br>工業管理學系碩士在職專班<br>100<br>The Performance Appraisal is the most important key in business management. Generally, a successful performance management not only can reduce the withdrawal rate, increase the staff‘s loyalty to the company, and also can stimulate staff's work morale, lead to develop staff’s potentials, enhance working efficiency, then raises the whole growth and profit ability achieved by the enterprise. Studies discovered that behavior the staff unfolded was directly affected by organization justice. This research focuses on organization justice of performance appraisal

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李承訓. "The administration of justice alternative service education and training and the effectiveness of the implementation of performance appraisal - A Case Study of collected evidence." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/rwcp6b.

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Chuang, Ying-Pin, and 莊英斌. "The Impact of Teachers' Perceived Justice of the Performance Appraisal on their morale : A Case Study of Fu-ying Junior High School in New Taipei City." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/53qude.

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碩士<br>世新大學<br>行政管理學研究所(含博、碩專班)<br>104<br>The purpose of this study was to assess the impact of teachers’ perceived justice of the performance appraisal on their morale, and to analyze the differences among teachers with different background, and finally to provide suggestions to help promote teachers’ morale. The research has been done with the method of literature review and questionnaire survey. A total of 120 copies of questionnaires were distributed to teachers at Fu-ying Junior High School, and 109 questionnaires were collected with the availability of 90.83%. SPSS 12.0 Chinese version fo

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Jong, Jin-yuh, and 鐘金玉. "A Research of Justice of Civil Servant’s Performance Appraisal and Working Attitude- With Police Officers, Medical Personnel and Tax Collectors, Who are Subordinate to Kaohsiung City Government, as the Subjects." Thesis, 2001. http://ndltd.ncl.edu.tw/handle/68818203371456866866.

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碩士<br>國立中山大學<br>人力資源管理研究所<br>89<br>In the past few years, the people require the government became more representative, reactive and responsible due to the change of society, the development of technology and the increase of the people’s requirements. Therefore, the establishment of the efficient civil service system is the need for the current situation. The government has to maintain the civil service system, which is based on justice, rightfulness and merits system, before it becomes a democracy, which should represent the will of the people and owns by the people, from an authoritarian gov

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Silva, Sara Raquel dos Santos Rodrigues Manaia da. "A perceção de justiça na avaliação do desempenho na Administração Pública e a produtividade." Master's thesis, 2018. http://hdl.handle.net/10316/85708.

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Relatório de Estágio do Mestrado em Administração Público-Privada apresentado à Faculdade de Direito<br>Over the past decades, the Public Administration (PA) at the international level has been confronted with modernization and administrative reforms, many of them related to the governance model New Public Management, like the other EU countries, Portugal has also adopted measures for an administrative reform from the New Public Management. Some of the strategic options consisted mainly of the decentralization of public administration, the development of management by objectives, the developme

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Andrade, Maria Carina Figueira de. "Rotatividade externa e avaliação de desempenho: A mediação da implicação, satisfação e justiça distributiva." Master's thesis, 2010. http://hdl.handle.net/10071/11998.

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Classificação pelo JEL Classification System: J530 Gestão das Relações no Trabalho; M540 Economia dos Recursos Humanos: Gestão do Trabalho<br>A literatura em torno do problema da rotatividade externa tem evoluído ao longo dos anos para modelos explicativos integradores. Tomando o modelo de Paré e Tremblay (2007) como ponto de partida do estado da arte, é proposta e testada empiricamente uma revisão deste modelo com um foco mais específico na avaliação do desempenho. Com uma amostra de 474 trabalhadores de uma empresa industrial testámos o modelo revisto que prevê papeis mediadores em sér

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Thebe, Thapelo Phillip. "A comprehensive human resource recruitment and selection model :|bthe case of the Department of Justice and Constitutional Development / Thapelo Phillip Thebe." Thesis, 2014. http://hdl.handle.net/10394/12047.

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The present research investigated the challenges and problems facing the public sector institutions regarding the processes, procedures, practices, steps and methods used for human resource recruitment and selection. The South African government outlawed unfair discrimination to promote equality and equity in the labour force. This state of affairs has direct implications for employment practices such as recruitment and selection in the public service. Without a comprehensive recruitment and selection model, public service departments could contravene legislative requirements. As a result, the

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Marcão, Ana Margarida Rodrigues Chaves Chichorro. "Satisfação com a comunicação da avaliação de desempenho e perceção de justiça organizacional: contributo da liderança ética." Master's thesis, 2017. http://hdl.handle.net/10071/15391.

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Segundo a literatura, para aumentar o compromisso organizacional é determinante que os trabalhadores se sintam satisfeitos com a comunicação organizacional. As pesquisas demonstram que a qualidade e a satisfação com a comunicação da avaliação de desempenho afetam as perceções que os trabalhadores têm em relação à sua organização, mais precisamente as quatro dimensões de justiça organizacional. Especificamente, uma menor satisfação com a comunicação da avaliação de desempenho leva a que os trabalhadores considerem a organização como sendo menos justa. As perceções de justiça organizacion

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Moreira, Alice Idalina Ribeiro. "Análise e reestruturação do modelo de avaliação do desempenho de uma empresa do setor automóvel." Master's thesis, 2017. http://hdl.handle.net/10284/5849.

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Abstract:

A avaliação do desempenho é um dos momentos de maior preocupação e importância, quer para as entidades patronais, quer para os colaboradores que exercem funções profissionais. Para ser o mais justa e aceite possível é necessário que cada organização (re)crie um modelo de avaliação do desempenho individual, enquadrado num sistema de gestão do desempenho, adaptado à missão, visão e valores da empresa. A presente dissertação reflete a análise do modelo de avaliação do desempenho de uma organização portuguesa do setor automóvel, a sua reestruturação em diferentes fases, implementação e inter

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Lashchonau, Artsem. "Impact of performance appraisal on employees’ motivation." Master's thesis, 2015. http://hdl.handle.net/10400.1/8183.

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Abstract:

Dissertação de Mestrado, Gestão de Recursos Humanos, Escola Superior de Gestão, Hotelaria e Turismo, Faculdade de Ciências Humanas e Sociais, Universidade do Algarve, 2015<br>Esta pesquisa tem como objetivo compreender as causas da motivação dos trabalhadores no processo de avaliação de desempenho. Colocou-se a hipótese de que uma maior perceção dos elementos constitutivos da avaliação de desempenho (exatidão percebida, satisfação com a avaliação, justiça processual, interacional, e distributiva) levaria a um maior nível de motivação dos empregados. Examinou-se a presença de inter-relações ent

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