2016
DOI: 10.1017/jmo.2016.15
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Relationships among performance appraisal satisfaction, work–family conflict and job stress

Abstract: Use policyThe full-text may be used and/or reproduced, and given to third parties in any format or medium, without prior permission or charge, for personal research or study, educational, or not-for-prot purposes provided that:• a full bibliographic reference is made to the original source • a link is made to the metadata record in DRO • the full-text is not changed in any way The full-text must not be sold in any format or medium without the formal permission of the copyright holders.Please consult the full D… Show more

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Cited by 31 publications
(44 citation statements)
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“…Second, it clarifies the mechanisms of action of performance appraisal justice, which was not clear (Rubel and Kee, 2015). Third, it identifies a possible antecedent of performance appraisal satisfaction (Ismail and Gali, 2017). Fourth, it represents – to the best of our knowledge – a first step in the study of the effects of the performance appraisal system perception on life satisfaction.…”
Section: Resultsmentioning
confidence: 99%
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“…Second, it clarifies the mechanisms of action of performance appraisal justice, which was not clear (Rubel and Kee, 2015). Third, it identifies a possible antecedent of performance appraisal satisfaction (Ismail and Gali, 2017). Fourth, it represents – to the best of our knowledge – a first step in the study of the effects of the performance appraisal system perception on life satisfaction.…”
Section: Resultsmentioning
confidence: 99%
“…When performance appraisal is congruous with individual efforts, the process is satisfying (Gözükara et al, 2017). Performance appraisal satisfaction stimulates the acknowledgment and the use of the process itself; on the contrary, a lack of performance appraisal satisfaction causes negative consequences, such as intention to quit (Guchait and Cho, 2010), work-family conflict (Ismail and Gali, 2017), and strain (Van Thielen et al, 2018). Fairness perceived on performance appraisal is fundamental to its satisfaction (Naji et al, 2015): some evidence state that performance appraisal justice is an antecedent of performance appraisal satisfaction (Lira et al, 2016; Hong, 2018).…”
Section: Introductionmentioning
confidence: 99%
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“…Performance management is ‘a continuous process of identifying, measuring, and developing the performance of individuals and workgroups and aligning performance with the strategic goals of the organization’ (Aguinis, 2019 : 8). It is crucial to ensure that employees' performance is aligned with the company's strategic goals (Ismail & Gali, 2017 ).…”
Section: Literature Reviewmentioning
confidence: 99%
“…Lin et al (2018) stated that human capital of an organization, under theknowledge-based economic environment, input new ideas and technology into the products, technology, service, and management to create new value and promote organizational performance and competitiveness. Ismail & Gali (2017) indicated that some resources would benefi t the development and decision making of company to further acquire competitive advantages and further proposed that human resourcesshould conform to the characteristics of (1)value, (2)rareness, (3)fully inimitability, and (4)irreplaceability. Patel et al (2018) explained that an enterprise being able to acquire resources with above characteristics would present competitive advantages and enhance the organizational performance.…”
Section: Research Hypothesismentioning
confidence: 99%