Effects of performance appraisal on employees’ extra-role behaviors and turnover intentions – A parallel mediation model

IF 3.3 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR Personnel Review Pub Date : 2024-08-23 DOI:10.1108/pr-10-2022-0707

Bilqees Ghani, Muhammad Abdur Rahman Malik, Khalid Rasheed Memon

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Abstract

Purpose

Research on the underlying mechanisms that transfer the effects of performance appraisal (PA) on employees’ behaviors and intentions remains scarce. The social exchange view of performance appraisal can be a source of deeper understanding about these underlying mechanisms. This study aims to investigate how psychological empowerment (PE) and organizational commitment (OC) explain the link between performance appraisal and three important distal outcomes: voice behavior (VB), organizational citizenship behavior (OCB), and turnover intentions (TOI).

Design/methodology/approach

The current study utilizes two wave – two source data from a sample of 250 employees and their supervisors from private organizations in Pakistan and tested the mediation model using SMART-PLS.

Findings

Results demonstrated that organizational commitment mediated the effects of performance appraisal on VB, OCB, and TOI, whereas psychological empowerment mediated the effects of performance appraisal on VB and OCB. These results have significant implications for theory and practice.

Originality/value

This study adopts the social exchange perspective to examine the mediation mechanisms linking PA with the three distal outcomes: VB, OCB and TOI. The paper identifies two novel mediators of PA – outcome relationship, i.e., psychological empowerment and organizational commitment.

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绩效考核对员工角色外行为和离职意向的影响--平行中介模型

目的有关绩效考核（PA）对员工行为和意向的影响的内在机制的研究仍然很少。绩效考核的社会交换观点可以帮助我们更深入地了解这些内在机制。本研究旨在探讨心理授权（PE）和组织承诺（OC）如何解释绩效考核与三个重要的远端结果之间的联系：声音行为（VB）、组织公民行为（OCB）和离职意向（TOI）。研究结果结果表明，组织承诺调节了绩效考核对 VB、OCB 和 TOI 的影响，而心理授权则调节了绩效考核对 VB 和 OCB 的影响。这些结果对理论和实践具有重要意义：VB、OCB 和 TOI。本文确定了 PA 与结果关系的两个新的中介因素，即心理授权和组织承诺。

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来源期刊

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.