Impact of the perception of performance appraisal practices on individual innovative behavior

Abstract

Purpose The purpose of this paper is to analyze the impact of employees’ perception of performance appraisal (PA) practices on innovative behavior (IB). The authors also propose to analyze consistency, a dimension of Human Resource Management (HRM) system strength, as a moderating variable in the aforementioned relationship. Design/methodology/approach A quantitative study was conducted, using a sample of 166 employees carrying out highly qualified, intensive knowledge jobs in four industrial companies in the Valencian region of Spain. The hypotheses were tested by applying the Smart-PLS 3.2 software. Findings The findings confirmed that in a context of professional and qualified work, PA practices have a direct and positive effect on IB. However, the results obtained did not enable us to affirm that employee perceptions of the consistency of the HR system moderated the relationship between PA and IB. Originality/value The paper’s originality lies in including the role of consistency, a dimension of HRM system strength, in the analyzed relationship. When employees believe that PA achieves the goals for which this practice was designed, and that this appraisal follows a clear strategic direction over time, they perceive that the assessment system is not arbitrary, i.e., that this HR practice is being applied consistently. Consequently, the present work shows the relevant role of the perception of consistent PA when the firm wants to encourage IB. This fact opens up the field to study how to define and implement control mechanisms that tell managers whether there is a fit between employees’ perceptions and the intentionality of the HRP these managers have defined.

The Role of Performance-based Rewards and Developmental Performance Appraisal in Promoting Innovative Work Behaviour: The Mediating Roles of Affective Commitment and Knowledge Sharing

“…A recent systematic literature review by Bos-Nehles et al (2017) on studies looking at the HRM-IWB link found that training, reward, job demand, feedback and job security were significant for IWB. However, despite the attention that HRM practices have gained in respect to IWB, research on rewards and performance appraisal is still scant and inconsistent (Canet-Giner et al, 2020). Recent studies on HRM and IWB have indicated that rewards and performance appraisal produce mixed findings and are in fact rarely considered (Bos-Nehles et al, 2017;Seeck and Diehl, 2017).…”

Pengaruh Umpan Balik Positif Pemimpin Dan Penilaian Kinerja Terhadap Perilaku Inovatif Karyawan: Peran Mediasi Perilaku Suara Dan Otonomi Pekerjaan

“…Pada pengujian hipotesis ke enam, Berdasarkan pada tabel di atas dapat dikatakan bahwa variable Penilaian Kinerja dapat disimpulkan bahwa data mendukung hipotesis yang berarti variable Penilaian Kinerja berpengaruh secara positif signifikan terhadap Perilaku Inovatif. Hal ini sejalan dengan penelitian sebelum nya bahwa penilaian kinerja memiliki pengaruh besar dalam mencapai perilaku inovatif dengan adanya praktik penilaian pekerjaan melalui pemberian penghargaan, promosi pekerjaan dan pelatihan dalam bekerja hal ini jika dikelola dengan baik dapat mendorong terjadinya perilaku inovatif pada karyawan (Canet-Giner et al 2020: Ismail & Rishani, 2018.…”

Being stressed in the family or married with work? A literature review and clustering of work-family conflict

“…However in recent decades, sometimes this growth is reduced or elevated; for example, around the world financial collapse of 2009, due to the economic/working stress among families, a significant down in the next year and then a new incrementation trend to the rearrangement which probably influenced the family lifestyle and role. It is likely that an economic crisis can also affect the family system, and family problems can interfere with job performance, but a global crisis can trigger family suffering (Repetti et al , 2002; Richter et al , 2010; Chelariu and Stump, 2011; Richter et al , 2015; Canet-Giner et al , 2020; Dong et al , 2020; Wang et al , 2020a, b). Research has also produced an assessment instrument to measure the intensity of this conflict (Kim et al , 2019).…”