How leader member exchange affects effectiveness of performance appraisal system: A chain of reactions model

Maharvi, Muhammad Waqas; Kumar, Aneel; Channa, Khalil Ahmed; Mahmood, Ayaz

doi:10.1080/23311975.2023.2238392

Cited by 3 publications

(1 citation statement)

References 56 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The main principle of performance appraisal is to reward an individual for their successes rather than punish them for their failures. A periodic review of the level of individual performance by the institution and employee is necessary for successful performance appraisal (Maharvi et al, (2023).…”

Section: Literature Reviewmentioning

confidence: 99%

Investigating the Impact of Training and Development Activities on the Involvement of Employees in the Human Resources Management Context

Ada,

Taş,

Dudka

et al. 2023

ees

View full text Add to dashboard Cite

Introduction. Training and development in human resource management (HRM) are important for business companies to survive in a competitive environment. On the other hand, the contribution of training and development activities is also crucial for employees' individual development and career plans. Rapid changes in technologies, methods, tools, and working environments have increased the need for new qualifications, abilities, and knowledge bases that can be provided through training and development activities. Aim and tasks. This study aims to conduct a quantitative research that examines the association between training and development activities and the contribution of employees to business success in the context of HRM. Results. A relational survey model was used to determine the relationships between variables. In this survey, 105 blue-collar workers from a manufacturing company in Izmir were selected using a random sampling method. The questionnaire collected data, and the SPSS software analyzed the results. According to the results of the survey, training and development have a significant influence on employee performance. Specifically, they evaluate training as an essential tool for performing their duties, accessing up-to-date information about their activities, and considering it a supporting study for their career development. Even though employees have positive opinions about training and development activities, they still need to be given detailed information about the training programs they should participate in the future. It was observed that employees’ evaluations of training and development activities were positive, and their learning motivation was relatively high. There was a positive and significant relationship between employees’ views on training activities and their perceptions of performance. The findings stated that training activities positively affect employees' performance by increasing their knowledge and skill levels. Conclusions. It has been determined that the individual benefits provided by training and development activities motivate employee performance. There was no difference between the views of the participants regarding education and development by gender, age, education level, or working time. It was determined that married people consider education and development activities more in terms of career development compared to singles.

show abstract

Section: Literature Reviewmentioning

confidence: 99%

Investigating the Impact of Training and Development Activities on the Involvement of Employees in the Human Resources Management Context

Ada,

Taş,

Dudka

et al. 2023

ees

View full text Add to dashboard Cite

show abstract

Socially responsible leadership and employee’s work passion in public universities in Uganda: the mediating effect of psychological safety

Kyambade,

Mugambwa,

Namuddu

et al. 2024

International Journal of Leadership in Education

View full text Add to dashboard Cite

Do Birds of a Feather Flock Together? A Fit Theory Perspective on LMX Quality and Ratee Feedback Reactions

Khan,

Iqbal

2024

Performance Improvement Quarterly

View full text Add to dashboard Cite

This study seeks to understand the role of rater–ratee personality configurations in relational and employee outcomes. Specifically, it examines the effect of the interplay between rater–ratee honesty–humility (H-factor) on ratee feedback reactions via leader–member exchange (LMX). Data collected from N = 310 matched dyads were analyzed using polynomial regression. The findings indicated that rater–ratee H-factor congruence was more accurate in predicting LMX and ratee feedback reactions compared with H-factor incongruence. Congruence at both high and low levels of H-factor was found to affect LMX and ratee feedback reactions positively. Different magnitudes of incongruences exhibited negative impacts on LMX and ratee feedback reactions. LMX also mediated the relationship between rater–ratee H-factor (in)congruence and ratee feedback reactions. Rater–ratee personality configurations contribute to extraneous variance, affecting their relationship and ratee reactions to performance appraisals. This study highlights how different dyadic personality interactions influence relationship quality and reactions to performance appraisal feedback.

show abstract

How leader member exchange affects effectiveness of performance appraisal system: A chain of reactions model

Cited by 3 publications

References 56 publications

Investigating the Impact of Training and Development Activities on the Involvement of Employees in the Human Resources Management Context

Investigating the Impact of Training and Development Activities on the Involvement of Employees in the Human Resources Management Context

Socially responsible leadership and employee’s work passion in public universities in Uganda: the mediating effect of psychological safety

Do Birds of a Feather Flock Together? A Fit Theory Perspective on LMX Quality and Ratee Feedback Reactions

Contact Info

Product

Resources

About