Performance Feedback During a Pandemic – (Social) Distancing from Feedback?

IF 2.2 4区 心理学 Q2 PSYCHOLOGY, APPLIED Journal of Personnel Psychology Pub Date : 2023-03-08 DOI:10.1027/1866-5888/a000317
Shana Mertens, Eveline Schollaert
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引用次数: 0

Abstract

Abstract. Debate over performance management (PM) is at an all-time high. However, little is known about PM and feedback when employees work from home. In this qualitative study, we interview 45 human resources (HR) managers to clarify how PM practices in organizations may have transformed during the COVID-19 pandemic and accompanying teleworking measures. Based on the interviews, organizations were categorized according to their pre-COVID-19 PM approach (i.e., formal, informal, both). HR managers of organizations that applied both formal and informal PM practices indicated that they felt they could adapt to the rapidly changing environment most easily. Moreover, these organizations provided employees with digital tools and training. Since hybrid working will remain relevant post-COVID-19, we identify future research propositions and practical recommendations.
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流行病期间的表现反馈——(社交)与反馈保持距离?
摘要关于绩效管理(PM)的争论达到了空前的高度。然而,当员工在家工作时,我们对项目管理和反馈知之甚少。在这项定性研究中,我们采访了45位人力资源(HR)经理,以阐明在2019冠状病毒病大流行和随之而来的远程工作措施期间,组织中的项目管理实践如何发生变化。根据访谈,根据他们在covid -19之前的PM方法(即正式的,非正式的,两者都有)对组织进行了分类。同时应用正式和非正式项目管理实践的组织的人力资源经理表示,他们觉得他们可以最容易地适应快速变化的环境。此外,这些组织为员工提供数字化工具和培训。鉴于混合工作在新冠肺炎疫情后仍将具有现实意义,我们确定了未来的研究主张和实用建议。
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来源期刊
Journal of Personnel Psychology
Journal of Personnel Psychology PSYCHOLOGY, APPLIED-
CiteScore
2.80
自引率
0.00%
发文量
21
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