Performance appraisal quality and employee performance: the boundary conditions of human resource strength and religiosity

被引：4

作者：

Babar, Sumbal ^{[1
]}

Obaid, Asfia ^{[1
]}

Sanders, Karin ^{[2
]}

Tariq, Hussain ^{[3
]}

机构：

[1] Natl Univ Sci & Technol, NUST Business Sch, Sect H-12, Islamabad 44100, Pakistan

[2] Univ New South Wales, UNSW Business Sch, Sydney, NSW, Australia

[3] King Fahd Univ Petr & Minerals, Interdisciplinary Res Ctr Finance & Digital Econ, KFUPM Business Sch, Dhahran, Saudi Arabia

来源：

ASIA PACIFIC JOURNAL OF HUMAN RESOURCES | 2022年 / 60卷 / 04期

关键词：

HR strength; JD-R; Pakistan; performance appraisal quality; religiosity; HRM SYSTEM STRENGTH; JOB CHARACTERISTICS MODEL; TRANSFORMATIONAL LEADERSHIP; MEDIATING ROLE; MANAGEMENT-SYSTEM; FIRM PERFORMANCE; WORK; BEHAVIOR; IMPACT; SPIRITUALITY;

D O I：

10.1111/1744-7941.12327

中图分类号：

F24 [劳动经济];

学科分类号：

020106 ; 020207 ; 1202 ; 120202 ;

摘要：

This study aims to provide new insights on the boundary condition effects of human resource (HR) strength, based on the covariation principle of the attribution theory and job demand resource model. HR strength is defined as the features of an HR system that send signals to employees, allowing them to understand the desired responses and behaviors in the relationship between performance appraisal quality (PAQ) (clarity, regularity and openness) and employees' proficient, adaptive and proactive performance. Additionally, employees' religiosity is examined as a boundary condition of the effect of perceived HR strength. The findings of a two-wave, multi-actor study (N = 391 employees and 61 managers) highlight that the relationship between PAQ and employee performance is strongest when it is embedded within a strong HR system (perceived HR strength) and low religiosity, or within low perceived HR strength and high religiosity conditions.

引用

页码：788 / 813

页数：26

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