How are frontline managers supported in the performance management process?

IF 3.3 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Personnel Review Pub Date : 2023-12-22 DOI:10.1108/pr-04-2022-0279
Qian Yi Lee, Adrian Wilkinson, Keith Townsend
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Abstract

Purpose Existing research has ignored the perspectives of frontline managers (FLMs) in relation to the support they receive. This study aims to understand the extent to which and how other organisational actors support FLMs in their implementation of performance.Design/methodology/approach This article used a qualitative method (57 semi-structured interviews) in two Singapore public sector organisations to understand the types of support provided to FLMs. The interviewees came from various levels and the hierarchical sampling frame allowed for comparisons to be made across the cases.Findings The authors found that the HR department, superiors and peers signalled to FLMs the custom and practice of performance management (PM) that led to the FLMs not prioritising their PM responsibilities. Notably, the focus of the FLMs was on meeting operational needs rather than the PM process.Originality/value The authors add to the literature by examining the how the support from other organisational actors signalled to FLMs the importance of PM within their work group. This paper also explores how FLMs seek support and the type of support they want in their role.
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如何在绩效管理过程中为一线管理人员提供支持?
目的 现有研究忽视了一线管理人员(FLMs)在获得支持方面的观点。本文采用定性方法(57 个半结构化访谈),在新加坡两家公共部门机构中了解为一线管理人员提供支持的类型。结果 作者发现,人力资源部门、上级和同级人员向 FLMs 暗示绩效管理(PM)的习惯和做法,导致 FLMs 没有将其绩效管理职责放在首位。值得注意的是,FLM 的重点是满足业务需求,而不是绩效管理过程。原创性/价值 作者通过研究来自其他组织行为者的支持如何向 FLM 表明绩效管理在其工作团队中的重要性,为文献增添了新的内容。本文还探讨了财务管理人员如何寻求支持,以及他们希望在其角色中得到的支持类型。
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来源期刊
Personnel Review
Personnel Review Multiple-
CiteScore
7.10
自引率
7.70%
发文量
133
期刊介绍: Personnel Review (PR) publishes rigorous, well written articles from a range of theoretical and methodological traditions. We value articles that have high originality and that engage with contemporary challenges to human resource management theory, policy and practice development. Research that highlights innovation and emerging issues in the field, and the medium- to long-term impact of HRM policy and practice, is especially welcome.
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