Brinkerhoff D W, Kanter R M
Sloan Manage Rev. 1980 Spring;21(3):3-16.
This article provides a critical examination of formal performance appraisal systems in organizations. It argues that the role, effectiveness, and validity of appraisal data are limited by a number of organizational factors: the purposes of the appraisal (both avowed and covert), the characteristics of the tasks for which the appraisal is performed, and the location in the structure of the organization of both appraisers and appraisees. The authors conclude that data from formal performance appraisal systems should never be utilized alone and uncritically, without full consideration of the context in which the appraisal is being performed and used.
本文对组织中的正式绩效评估系统进行了批判性审视。文章认为，评估数据的作用、有效性和效度受到多种组织因素的限制：评估目的（包括公开的和隐含的）、进行评估所针对任务的特点，以及评估者和被评估者在组织架构中的位置。作者得出结论，来自正式绩效评估系统的数据绝不应该在没有充分考虑评估执行和使用背景的情况下单独且不加批判地加以利用。
