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Reactions to Different Types of Forced Distribution Performance Evaluation Systems

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References

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2000

Research on Employee Recruitment: So Many Studies, So Many Remaining Questions

796 cited

2004The Social Context of Performance Appraisal: A Review and Framework for the Future765 cited

Cited by

2015Stereotype Threat in Organizations: Implications for Equity and Performance184 cited
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2014Motivation of Public Managers as Raters in Performance Appraisal39 cited
2013Who is attracted to an organisation using a forced distribution performance management system?39 cited
2014A multilevel approach to the effects of pay variation39 cited
2012Performance appraisal based on a forced distribution system: its drawbacks and remedies31 cited
2021Forced Rating Systems from Employee and Supervisor Perspectives29 cited
2018A taxonomic foundation for evidence-based research on employee performance management28 cited
2023Do employees find inclusive talent management fairer? It depends. Contrasting self‐interest and principle25 cited
2012Is Higher Better? Determinants and Comparisons of Performance on the Major Field Test in Business18 cited
2014‘Decommissioned vessels’ — performance management and older workers in technologically-intensive service work16 cited
2017Examining the Role of Employee Participation, Supervisor Trust, and Appraisal Reactions for a Pay-for-Performance Appraisal System12 cited
2010Evidence-Based Management for Entrepreneurial Environments: Faster and Better Decisions with Less Risk10 cited
2012Employee Well-Being: Can Performance Management Systems Help? Yes, But They Sure Can Hurt Too!2 cited
2022Pengaruh Implementasi Forced Distribution Rating Performance Appraisal terhadap Task Performance: Motivasi dan Retensi sebagai Mediasi2 cited