Performance appraisals are one of the most widely used human resource management practices. This study investigates the relationship between performance appraisals and sleep satisfaction using large-scale, representative data from the German Socio-Economic Panel (GSOEP). Sleep satisfaction is...

Using German survey data, we estimate the determinants of employee quits examining the roles of performance appraisal and performance pay. We show that employees subject to performance appraisals are less likely to quit. Yet, this influence depends upon the financial consequences that flow from...

Performance management is critical for aligning human capital with organizational strategy, particularly in the increasingly competitive service sector. However, universally effective performance appraisal systems (PASs) exist, as effectiveness depends on contextual and organizational...

In repeated principal-agent problems and games, more outcomes are implementable when performance signals are privately observed by a principal or mediator with commitment power than when the same signals are publicly observed and form the basis of a recursive equilibrium. We investigate the...

We explore the moderating role of job autonomy for the link between the use of performance appraisals and employees' job satisfaction. Results based on German linked employer-employee panel data show that performance appraisals are linked to higher job satisfaction at moderate levels of job...

The mandatory rotation of independent directors upon the expiration of their term is a key institutional design in China, aimed at safeguarding their independence and enhancing the effectiveness of their supervision. However, whether reappointing these directors after a "cooling-off period"...

This study analyzes the gender gap in self- and peer evaluations based on a laboratory experiment. Five players performed a creativity task in a high-stakes winner-takes-all tournament. The treatment without validation informed all players that evaluations that they will conduct determine who...

This paper describes a structured interview process intended to support managers in developing their employees. In response to the challenges with traditional feedback and performance management practices, the feedforward interview provides an alternative discussion format where the manager is...

This study investigates performance appraisal practices (PAPs), such as performance feedback, financial reward, job promotion, performance recognition, and training and their respective influence on employee engagement and performance. Responses were gathered from 203 employees of Malaysian...

This study explores biases in performance appraisal systems within Indonesian government institutions and proposes a tailored framework to address these challenges. Identified biases include confirmation, similarity, central tendency, anchoring, status quo, and leniency/severity biases,...

This paper investigates incentive effects from subjective performance evaluation (SPE) in an agency setting. An employee (agent) is evaluated by his superior (principal) via a subjective, potentially biased, performance report. We assume that this subjectiveness in evaluation affects the utility...

Performance appraisal is a vital human resource management component for evaluating employee contributions and productivity. It plays a significant role in aligning employee performance with organizational goals by assessing achievements and recognizing efforts through tangible rewards. This...

This study uses an eye-tracking experiment to investigate the effects of accountability on favoritism in subjective performance evaluations. We develop and test theory suggesting that the effectiveness of accountability to alleviate favoritism depends on managers' cognitive processing of...

We study a repeated principal-agent model with transferable utility, where the principal's evaluation of the agent's performance is subjective. Our focus is on equilibria which are robust to the addition of small privately observed shocks to the payoffs. Existing constructions of positive-effort...

Advances in digitalization have led employers to increasingly adopt electronic performance monitoring technologies that allow supervisors to observe, analyze and evaluate not only employees' work activities, but also their cognitive and behavioral data. This has significant implications for...

Purpose Firms have already begun integrating artificial intelligence (AI) as a replacement for conventional performance management systems owing to its technological superiority. This transition has sparked a growing interest in determining how employees perceive and respond to performance...

Presenteeism behavior, i.e. working despite illness, is a common phenomenon wordwide and can have severe consequences for employees and firms alike. In this study, we investigate the relation between the use of company performance appraisals and employees' presenteeism behavior. We use...

We study the impact of monitoring in a workplace context where both firms and employees are unable to perfectly observe the individual worker contribution to total output. Therefore, in our setting monitoring is not aimed at reducing information asymmetries but still affects effort and output....

We compare evaluations of employee performance by individuals and groups of supervisors, analyzing a formal model and running a laboratory experiment. The model predicts that multi-rater evaluations are more precise than single-rater evaluations if groups rationally aggregate their signals about...

We compare evaluations of employee performance by individuals and groups of supervisors, analyzing a formal model and running a laboratory experiment. The model predicts that multi-rater evaluations are more precise than single-rater evaluations if groups rationally aggregate their signals about...

Teamwork has become widely embraced in recent decades; however, its adoption carries significant implications that require thorough understanding. In this paper, we study the relationship between teamwork and selection intensity. The use of teams may increase the value of investing in...