공공기관 직원들의 성과평가 등급체계 선호에 영향을 미치는 요인: 성과평가에 대한 개인의 경험과 태도 및 조직특성을 중심으로

초록

In order to achieve the goal of the performance appraisal systems, which aim to improve individual performance by motivating them, it is necessary to understand what factors affect employees’ preferences on the performance rating levels. Using survey data collected from employees working in public institutions in Gyeonggi Province, Korea, this study examined factors affecting preferences on performance rating levels, focusing on individual and organizational characteristics. We found that the attitude towards the performance appraisal systems or the characteristics of the organizational culture did not have impact on the preferences. However, those who perceive performance appraisals as fair are more likely to prefer performance appraisals with more number of rating levels, whereas those who think that their task interdependence is high, they are less likely to prefer performance appraisals with many rating levels. The results imply that employees may not accept performance appraisals if organizations use many rating levels when employees do not perceive evaluation process is fair. In addition, if task interdependence is high, it may be more effective to use performance appraisals with less number of rating levels, instead of uniformly applying four or five rating levels.

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