Performance Appraisal and Innovative Behavior in the Digital Era

Frontiers in Psychology
Ylenia CurziStefano Boscolo

Abstract

In digital competitive environments, organizations' ability to innovate is more than ever the key to competitive advantage. One way to cope with this increased pressure for innovation is to capitalize on employees' ability to generate new ideas and use these as building blocks for new and better products, services, and work processes. Individual innovation thus emerges as a key competence required from workers, in turn crucially affecting the way managers make employees contribute to organizational goals and assess their performance. This study draws on the process-based approach to HRM (Bowen and Ostroff, 2004) suggesting that HRM practices may have a signaling effect, to address the following research question: which specific characteristics of performance appraisal are more likely to be perceived as promoting individual innovation at work? To address this issue, we carried out a survey on 865 employees working in large, multinational firms operating in digitalized sectors or industries with the potential to become digitalized. We collected data on the main characteristics of the performance appraisal systems adopted by the firm where respondents work, as perceived by employees themselves. We gathered also data on the respond...Continue Reading

References

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Sep 20, 2002·The American Psychologist·Edwin A Locke, Gary P Latham
Jun 2, 2006·The Journal of Applied Psychology·Sharon K ParkerNick Turner
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Citations

Jan 2, 2020·Healthcare·Milica DikicMilena Santric-Milicevic

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