The relationship between performance appraisal interval and employees' proactive working behavior - analysis based on time-gain effect and time-loss effect.
delay of gratification
perceived uncertainty
performance appraisal interval
proactive work behavior
supervisor developmental feedback
Journal
Frontiers in psychology
ISSN: 1664-1078
Titre abrégé: Front Psychol
Pays: Switzerland
ID NLM: 101550902
Informations de publication
Date de publication:
2023
2023
Historique:
received:
28
04
2023
accepted:
15
08
2023
medline:
18
9
2023
pubmed:
18
9
2023
entrez:
18
9
2023
Statut:
epublish
Résumé
Performance appraisal is the most widely motivation means for employees' initiative and work improvement. As a large number of organizations are moving from traditional annual performance appraisal to more frequent appraisals, there is little research to compare the motivational effect of different performance appraisal intervals. We explore the relationship between performance appraisal interval (PAI) and positive work behavior (PWB) as well as how to improve the relationship between them. Drawing from the psychological momentum (PM) theory, we constructed a model of the dual effect (the time-gain effect and time-loss effect) of PAI on PWB as well as their boundary conditions. A cross-level analysis of 622 employees in 57 teams indicated that: (1) PAI exerted a positive but marginal decreasing effect on delay of gratification (DG), and then increase PWB indirectly (i.e., the time-gain effect). (2) PAI exerted a positive and marginal increasing effect on perceived uncertainty (PU), and then decrease PWB indirectly (i.e., the time-loss effect). (3) According to the additive principle of the benefit and cost proposed by Hanns et al (2016), the addition of the time-gain effect and time-loss effect leads to an inverted U-shape effect of PAI on PWB. (4) Supervisor developmental feedback (SDF) moderated the inverted U-shape effect of PAI on PWB. This research enriches the application of PM theory in performance appraisal research, advances employee proactivity research from a perspective of organizations' time mechanisms, and also provides a theoretical basis for leaders to adopt developmental feedback as an optimization strategy.
Identifiants
pubmed: 37720635
doi: 10.3389/fpsyg.2023.1213547
pmc: PMC10500601
doi:
Types de publication
Journal Article
Langues
eng
Pagination
1213547Informations de copyright
Copyright © 2023 Yang, Ma and Li.
Déclaration de conflit d'intérêts
The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest.
Références
Front Psychol. 2019 Jul 09;10:1581
pubmed: 31338055
Behav Res Methods. 2008 Aug;40(3):879-91
pubmed: 18697684
Psychon Bull Rev. 2019 Dec;26(6):1803-1849
pubmed: 31270766
Psychol Res Behav Manag. 2020 Aug 10;13:653-663
pubmed: 32848482
J Appl Psychol. 2011 Nov;96(6):1317-27
pubmed: 21688879
Front Psychol. 2023 Jan 09;13:1049174
pubmed: 36698585
J Behav Med. 2017 Oct;40(5):832-838
pubmed: 28508382
Front Psychol. 2022 Nov 07;13:976213
pubmed: 36420386
J Appl Psychol. 2017 Mar;102(3):421-433
pubmed: 28125265
J Appl Psychol. 2012 May;97(3):580-98
pubmed: 22122111
J Appl Psychol. 2003 Jun;88(3):413-22
pubmed: 12814291
Pers Soc Psychol Bull. 2007 Jun;33(6):800-12
pubmed: 17488872
Eur J Sport Sci. 2016;16(3):350-7
pubmed: 26263831
J Appl Psychol. 2006 May;91(3):636-52
pubmed: 16737360
Psychol Methods. 2007 Mar;12(1):1-22
pubmed: 17402809
Perspect Psychol Sci. 2011 Jan;6(1):61-76
pubmed: 26162116
Psychol Bull. 2012 Jul;138(4):809-830
pubmed: 22409506
Conscious Cogn. 2017 May;51:10-16
pubmed: 28282631
West J Nurs Res. 2000 Aug;22(5):623-41
pubmed: 10943175
Work. 2021;68(3):797-806
pubmed: 33612522
Exp Brain Res. 2007 Jun;179(4):643-53
pubmed: 17216152
J Affect Disord. 2016 May 15;196:62-70
pubmed: 26914963
Mem Cognit. 2012 Nov;40(8):1339-51
pubmed: 22806428