Department of Industrial Engineering and Management, Ort Braude College, Karmiel, Israel.
J Appl Psychol. 2012 Mar;97(2):448-59. doi: 10.1037/a0026011. Epub 2011 Oct 31.
Performance appraisal (PA) is a key human resource activity in organizations. However, in this global economy, we know little about how societal cultures affect PA practices. In this study, we address this gap by focusing on 2 complementary issues: (a) the influence of societal (national) cultural practices on PA practices adopted by organizations and (b) the contribution of the level of congruence between societal cultural practices and the characteristics of organizational PA practices to absenteeism and turnover. The results, based on a large data set across multiple countries and over 2 time periods, support the hypothesized effects of societal (national) cultural practices on particular PA practices and the interactive effects of societal cultural practices and PA practices on absenteeism and turnover. We discuss theoretical and practical implications of our findings.
绩效评估（PA）是组织中的一项关键人力资源活动。然而，在这个全球化的经济环境中，我们对社会文化如何影响 PA 实践知之甚少。在这项研究中，我们通过关注两个互补的问题来解决这一差距：（a）社会（国家）文化实践对组织采用的 PA 实践的影响，以及（b）社会文化实践的一致性程度与组织 PA 实践的特征对旷工和离职率的贡献。基于多个国家和两个时间段的大量数据集，研究结果支持了社会（国家）文化实践对特定 PA 实践的假设影响，以及社会文化实践和 PA 实践对旷工和离职率的交互影响。我们讨论了研究结果的理论和实践意义。
