지각된 평가목적, 절차공정성 및 귀인행위가 피평가자의 외적책임감에 미치는 영향에 관한 연구

• 영문명: Effects of Perceived Appraisal Purpose, Procedural Justice, and Attributional Behavior on Ratee’s Accountability: In the Context of Multi-Rater Performance Appraisal System
• 발행기관: 한국무역연구원
• 저자명: 이승윤(Seung-Yoon Rhee)
• 간행물 정보: 『무역연구』제16권 제6호, 651~667쪽, 전체 17쪽
• 주제분류: 경제경영 > 무역학
• 파일형태: PDF
• 발행일자: 2020.12.30

영문 초록

Purpose - This study examines the effects of perceived appraisal purpose, procedural justice, and attributional behavior on ratee’s accountability in the context of multi-rater performance appraisal system. In addition, this study reveals how the extent of ratee accountability differs depending on the type of raters (supervisor or peer). Design/Methodology/Approach - A sample of 153 employees in 8 firms implementing multi-rater performance appraisal system was used, and hierarchical multiple regression analysis was performed to test the hypotheses. Findings - Ratees reported a higher level of accountability to supervisor than to peers. Ratee perception of procedural justice was positively associated with accountability to supervisor, peer, and general accountability. In addition, ratee’s external attribution behavior (i.e., attribution to supervisor monitoring) was found to enhance the level of accountability to peers. Research Implications - The main results indicate the importance of procedural justice when designing and implementing multi-rater performance appraisal system. Lack of an appropriate degree of supervisor monitoring, one of the external attribution factors, is associated with one’s level of accountability to peers. This implies that one’s motivation to maintain and protect self-image and a sense of self-esteem is at work in the multi-rater performance appraisal settings. Furthermore, this study takes the perspective of ratee, a critical yet under-explored aspect in the accountability literature.

목차

Ⅰ. 서론

Ⅱ. 이론적 배경 및 가설 설정

Ⅲ. 연구방법

Ⅳ. 실증분석 결과

Ⅴ. 결론 및 시사점

References

키워드

Accountability Appraisal Purpose Attribution Multi-Rater Performance Appraisal System Procedural Justice