ISSN : 1229-0696
The purpose of this study was to investigate the construct of performance evaluation effectiveness from evaluatee's perspective and to suggest its measurement tool for organizations to use it as a criterion of the performance system effectiveness. As the performance evaluation effectiveness from evaluatee's perspective is associated with attitudinal aspect that may be influenced by common method variances, the current study also included in the examination the emotional aspect of personality and the actual performance ratings appraised by supervisors. Through the three sub-studies in total, this research have tested the structure of the performance evaluation effectiveness construct by calibrating the measurement tool each time. Study 1 has started with a pilot research using a sample from various organizations, in which an initial measurement tool with procedural and distributive justice dimensions was set up, with an elimination of the interactional justice due to the unclear dimensional identity. The main analysis of study 1 was conducted using a sample from an electronic part production organization to test the five-dimensional structure of the performance evaluation effectiveness in which two justice dimensions, accuracy, utility, and satisfaction dimensions were included. The study examined a 5-factor model and a model of higher-order structure with the 5 factors under it. Although both models showed good fit indices, the 5-factor model was found as slightly better-fitted model. In the additional examination that included the method variance by emotional personality, the personality did not produce method bias to the structure of the construct. Study 2 was to re-examine the structure of the evaluation effectiveness construct, in which the 5-factor model fit was confirmed similar to study 1. In this study the actual performance record rated by supervisor was also examined to test if it affects as a significant method variance. The results showed that the actual performance had significant effects on both measurement model and structure model as well. In study 3, the construct and the measures were examined in terms of the generalizability across various organizations, as well as the satisfaction dimension was delved into more specifically by dividing it to system satisfaction and session satisfaction. The results of the study using a sample from various organizations confirmed the goodness-of-fit of the 6-factor structure, similar to the findings in study 1 and study 2. Suggestions for future research and practical implications were provided based on the findings.
경향신문, 2006, 12, 27일자
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