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Based on a previous book by the same authors, Understanding Performance Appraisal delineates a social-psychological model of the appraisal process that emphasizes the goals pursued by raters, ratees, and the various users of performance appraisal. The authors apply this goal-oriented perspective to developing, implementing, and evaluating performance appraisal systems. This perspective also emphasizes the context in which appraisal occurs and demonstrates that the shortcomings of performance appraisal are in fact sensible adaptations to its various requirements, pressures, and demands. Relevant research is summarized and recommendations are offered for future research and applications. Graduate-level students, organizational development consultants and trainers, human resource managers, faculty and scholars, and psychologists in human resource management as well as other professionals who conduct research on performance appraisal programs will find this book not only interesting but also a valuable resource.

Tabla de contenidos provista por Syndetics

• Introduction
• Environmental Influences
• Organizational Influences
• Purposes of Performance Appraisals
• Obtaining Information about Performance
• Standards for Judging Performance
• Processes in Evaluative Judgment
• Rater Goals
• Rater Motivation
• Error and Accuracy Measures
• Criteria That Reflect the Uses of Ratings
• Does Performance Appraisal Help or Hurt the Organization?
• Performance Appraisal and the Changing Context of Work and Organizations
• Designing, Implementing and Evaluating a Goal-Oriented Appraisal System
• Directions for Research and Practice

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CHOICE Review

Written by two psychology professors, the content and tone of this resource volume are rather conceptual and academic in nature. Thus, it will be of greater interest to graduate-level students and faculty, organizational development consultants, and others with a strong theoretical background in personnel psychology, rather than human resource professionals seeking some how-to suggestions. The book is divided into 15 chapters, plus a technical appendix outlining several rating scale formats. The book also includes a comprehensive list of references, most of which are technical in nature. It focuses on a four-component model of performance appraisal (rating context, performance judgment, performance rating, and the evaluation of the appraisal system). Various chapters discuss the different components of this model, summarize the conclusions from prior research regarding these components, and offer suggestions for future research and practice in the area of performance appraisal. Graduate through professional. T. Gutteridge; University of Connecticut

Notas de autor provistas por Syndetics

Kevin Murphy holds the Kemmy Chair of Work and Employment Studies, Kemmy Business School, University of Limerick, Ireland. He earned his PhD in Psychology from Penn State in 1979, has served on the faculties of Rice University, New York University, Penn State and Colorado State University. He is a Fellow of the American Psychological Association, the Society for Industrial and Organizational Psychology and the American Psychological Society, and the recipient of the Society for Industrial and Organizational Psychology's 2004 Distinguished Scientific Contribution Award.

He has served as President of the Society for Industrial and Organizational Psychology and Editor of Journal of Applied Psychology (1991-2002), and is Editor of Industrial and Organizational Psychology: Perspectives on Science and Practice. He served as Chair of the Department of Defense Advisory Committee on Military Personnel Testing, and has also served on five National Academy of Sciences committees dealing with problems in the workplace.

He is the author of over one hundred and eighty articles and book chapters, and author or editor of eleven books, in areas ranging from psychometrics and statistical analysis to individual differences, performance assessment, gender, and honesty in the workplace.

Jeanette N. Cleveland is a Professor of Industrial & Organizational Psychology at Colorado State University . She earned her B.S. from Occidental College and M.S. and Ph.D from the Pennsylvania State University. She has held faculty positions at Baruch College, The Pennsylvania State University and has served as an external examiner for University of Limerick, Ireland.

She has served elected Program Chair for the Human Resources and Gender & Diversity in Organizations Divisions, Division Chair for HR and GDO, and prior to this to the Executive committees for these Divisions of the Academy of Management. In addition, she served as chair/co-chair for the HR doctoral & junior faculty consortium, scholarly achievement award, Best paper Award, and the GDO Dissertation award, also for the Academy of Management. She is an elected Fellow of the Society for Industrial and Organizational Psychology (Division 14) and the American Psychological Association.

Her research interests include personal and contextual variables regarding work attitudes and performance decisions, workforce diversity issues including older workers and women, and work and family issues. She has served as consulting editor for Journal of Organizational Behavior and has or is currently serving on the editorial boards of Journal of Applied Psychology, Personnel Psychology, Academy of Management Journal, Journal of Vocational Behavior, Human Resource Management Review, Journal of Management, and International Journal of Management Reviews. She is the Co-Editor for the Applied Psychology Series for Taylor and Francis. Her books include, Understanding performance appraisal: Social, organizational and goal perspectives (with K. Murphy) and Women and men in organizations: Sex and gender issues (with M. Stockdale and K. Murphy, 2000).