CHARACTERISTICS OF EFFECTIVE EMPLOYEE PERFORMANCE REVIEW AND DEVELOPMENT INTERVIEWS: REPLICATION AND EXTENSION

Personnel Psychology

Volumn 31, Issue 4, 1978, Pages 903-919

  BURKE, RONALD J ^a,b   WEITZEL, WILLIAM ^a,b   WEIR, TAMARA ^a,b  

^a YORK UNIVERSITY   (Canada)

^b UNIVERSITY OF MINNESOTA   (United States)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 84986976938     PISSN: 00315826     EISSN: 17446570     Source Type: Journal    
DOI: 10.1111/j.1744-6570.1978.tb02130.x     Document Type: Article

References (20)

1. Performance appraisal based on self review
2. Performance appraisal: Some issues in the process
3. Characteristics of effective employee performance review and development interviews
4. Participation and the appraisal system
5. Subordinate participation and reaction to the appraisal interview
6. The fate of role stereotypes in two performance appraisal interviews
7. Participation in appraisal interviews conducted in a training situation
8. Effects of threat in a performance appraisal interview
9. The practical significance of Locke's theory of goal setting
10. Assigned versus participative goal setting with educated uneducated wood cutters
11. A review of research on the application of goal setting in organizations
12. Training managers to minimize rating errors in the observation of behavior
13. Toward a theory of task performance and incentives
14. Split roles in performance appraisal
15. Performance appraisal and psychological distance
16. Some supervisory problems in appraisal interviewing
17. Subordinate personality as a moderator of the effects of participation in three types of appraisal interviews