澳大利亚组织的传统、过渡和新的绩效管理实践:发生率、覆盖面和感知有效性

IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Asia Pacific Journal of Human Resources Pub Date : 2023-04-25 DOI:10.1111/1744-7941.12372
John Shields, Sunghoon Kim, Anjali Chhetri, Pauline Stanton, Alan Nankervis
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引用次数: 0

摘要

传统绩效管理实践(PMS)的缺点已得到广泛认可。人们对“新绩效管理”越来越感兴趣,这表明从评估转向发展。在澳大利亚,人们对目前“旧”和“新”做法的使用情况知之甚少。利用澳大利亚人力资源研究所(AHRI)成员的调查数据,我们研究了澳大利亚组织中“传统”、“过渡”和“新”做法的发生率、覆盖率和感知有效性。此外,由于数据是在新冠肺炎大流行期间收集的,我们研究了与流行病相关的中断对练习强度的影响。尽管描述性结果表明,劳动力规模和部门可能与实践发生率有关,但回归结果表明,部门影响并不显著,规模仅与传统实践使用有关。然而,我们的回归结果表明,新冠肺炎的影响与所有三个实践类别显著相关。此外,PMS的总体有效性评价不高。©2023作者。John Wiley&Sons Australia,Ltd代表澳大利亚人力资源研究所(AHRI)出版的《亚太人力资源杂志》。
本文章由计算机程序翻译,如有差异,请以英文原文为准。

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Traditional, transitional and new performance management practices in Australian organisations: incidence, coverage and perceived effectiveness

The shortcomings of traditional performance management practices (PMS) are widely acknowledged. There is growing interest in ‘New Performance Management’, suggesting a shift from an evaluative to a developmental focus. In Australia, little is known about the current utilisation of both ‘old’ and ‘new’ practices. Using survey data from Australian Human Resources Institute (AHRI) members we examine the incidence, coverage and perceived effectiveness of ‘traditional’, ‘transitional’ and ‘new’ practices in Australian organisations. Further, since data were gathered during the COVID-19 pandemic, we examine the reported effects of pandemic-related disruptions on practice intensity. Although descriptive results suggest that both workforce size and sector may be associated with practice incidence, regression results indicate that sectoral effects are non-significant, and size matters only in relation to traditional practice use. However, our regression results indicate that COVID-19's impact is significantly related to all three practice categories. Furthermore, overall PMS effectiveness is not rated highly.

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来源期刊
CiteScore
7.20
自引率
9.40%
发文量
40
期刊介绍: The Asia Pacific Journal of Human Resources adheres to a rigorous double-blind reviewing policy in which the identity of both the reviewer and author are always concealed from both parties. Asia Pacific Journal of Human Resources is an applied, peer-reviewed journal which aims to communicate the development and practice of the field of human resources within the Asia Pacific region. The journal publishes the results of research, theoretical and conceptual developments, and examples of current practice. The overall aim is to increase the understanding of the management of human resource in an organisational setting.
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