References
[1]. Bretz Jr., R. D., Milkovich, G. T. & Read, W. (1992). The
Current State of Performance Appraisal Research and
Practice: Concerns, Directions, and Implications. Journal
of Management, Vol.18, pp.321-352.
[2]. Campbell, D. J. & Lee, C. (1988). Self-Appraisal in
Performance Evaluation: Development Versus Evaluation.
Academy of Management Review, Vol.13, No.2, pp.302-
314.
[3]. Cawley & et al. (1998). Participation in the
per formance appraisal process and employee
reactions: A meta-analytic review of field investigations.
Journal of Applied Psychology, Vol.83, No.4, pp.615-633.
[4]. Cleveland & et al. (1989). Multiple uses of
performance appraisal: Prevalence and correlates.
Journal of Applied Psychology, Vol.74, No.1, pp.130-135.
[5]. Duarte, N. T., Goodson, J. R. & Klich, N. R. (1994).
Effects of Dyadic Quality and Duration on Performance
Appraisal. Academy of Management Review, Vol.37,
No.3, pp.499-521.
[6]. Feldman & Jack, M. (1981). Beyond attribution theory:
Cognitive processes in performance appraisal. Journal of
Applied Psychology, Vol.66,No. 2, pp.127-148.
[7]. Fletcher, C. (2001). Performance appraisal and
management: The developing research agenda.
Journal of Occupational and Organizational Psychology,
Vol.74,No. 4,pp.473–487.
[8]. Jawahar, I. M. & Williams, C.R. (1997). Where all the children are above average: the performance appraisal
purpose effect. Personnel Psychology, Vol. 50, No.4,
pp.905–925.
[9]. Mayer, Roger, C., Davis & James, H. (1999). The effect
of the performance appraisal system on trust for management: A field quasi-experiment. Journal of
Applied Psychology, Vol.84, No.1, pp.123-136.
[10]. Osterloh, M. & Frey, B. S. (2000). Motivation,
Knowledge Transfer, and Organizational Forms.
Organization Science, Vol.11, No.5, pp.538-550.
