Can Performance Appraisal Systems Inspire Intrinsically Motivated Employees?

Seong Soo Oh · Gregory B. Lewis

69 citations0/0 files storedReview of Public Personnel Administration

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Public Policy and Administration Research Employee Performance and Management Employee Performance and Motivation

Abstract

Can a performance appraisal system (PAS) elicit better performance from an intrinsically motivated workforce? By explicitly linking extrinsic rewards to performance, a PAS might actually discourage the work effort of the primarily intrinsically motivated federal workforce. Data from the 2000 Merit Principles Survey show that few federal employees believe that the PAS increases their productivity. Logit analysis confirms that intrinsically motivated employees are more skeptical of the effectiveness of PAS than are extrinsically motivated employees who are demographically similar, work in similar positions, and have similar beliefs about the fairness of the system and the probability of being rewarded for superior performance.

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References

2000Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions 1964Work and motivation 1990The Motivational Bases of Public Service 1993Motivational synergy: Toward new conceptualizations of intrinsic and extrinsic motivation in the workplace 1995Understanding performance appraisal: social, organizational, and goal-based perspectives 1996Detrimental effects of reward: Reality or myth?1997Public-Service Motivation: Building Empirical Evidence of Incidence and Effect 1986Determinants of perceived fairness of performance evaluations.

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