Mishra Vipanchi, Bost Marcus
Department of Psychology, West Chester University of Pennsylvania, West Chester, PA, USA.
Human Capital Consultant, Deloitte, Philadelphia, PA, USA.
Eur J Psychol. 2018 Nov 30;14(4):846-862. doi: 10.5964/ejop.v14i4.1617. eCollection 2018 Nov.
Recent reviews of performance evaluation process and practices indicate that there is substantial variability in the structure and formalization of performance evaluations in organizations across cultures and call for further exploration of the role of cultural variables on the performance evaluation process. In the current study, we use self-construal priming procedures to evaluate the effects of cultural mindset on the performance evaluation process. Specifically, the effects of independent (individualistic) and interdependent (collectivistic) mindset priming on relative importance given to performance behaviors when making judgments of overall job performance was investigated. Participants first completed either independent (n = 87) or interdependent (n = 87) priming tasks by circling either I/me/my or we/us/our in a paragraph of text. Following this, they completed a managerial role-play exercise in which they read employee performance vignettes (manipulated on task, citizenship and counterproductive performance behaviors) and rated the overall performance of each employee. Rater policies were captured using regression analyses and relative weights placed on each performance behavior were computed. Results suggest that when making judgments of overall performance, as compared to raters primed with interdependence, raters primed with independence placed less weight on citizenship behaviors and higher weights on counterproductive performance behaviors. No significant differences were observed in the weights placed on task performance behaviors. Study limitations and implications for research are discussed.
近期对绩效评估流程与实践的综述表明，不同文化背景下组织的绩效评估在结构和形式化方面存在显著差异，并呼吁进一步探究文化变量在绩效评估过程中的作用。在本研究中，我们使用自我建构启动程序来评估文化思维模式对绩效评估过程的影响。具体而言，研究了独立（个人主义）和相互依赖（集体主义）思维模式启动对在判断整体工作绩效时给予绩效行为的相对重要性的影响。参与者首先通过在一段文本中圈出“我/我的”或“我们/我们的”来完成独立（n = 87）或相互依赖（n = 87）的启动任务。在此之后，他们完成了一项管理角色扮演练习，在练习中他们阅读员工绩效 vignettes（在任务、公民行为和反生产绩效行为方面进行了操纵）并对每位员工的整体绩效进行评分。使用回归分析获取评分者政策，并计算赋予每种绩效行为的相对权重。结果表明，在判断整体绩效时，与启动相互依赖思维模式的评分者相比，启动独立思维模式的评分者对公民行为的权重较低，对反生产绩效行为的权重较高。在赋予任务绩效行为的权重方面未观察到显著差异。讨论了研究的局限性和对研究的启示。
