Analysis

The Performance Appraisal System Knowledge Scale was developed to assess the extent to which employees understand the performance appraisal system implemented in their organization. The main dimensions evaluated include appraisal procedures and criteria, system objectives, and outcomes and consequences.

Purpose

The purpose of PASKS is to provide a clear and reliable measurement of employees’ knowledge regarding the performance appraisal system in their organization. Understanding this knowledge helps organizations develop strategies for training and informing employees about performance appraisal systems, which can lead to increased transparency, fairness, and acceptance of the system.

Calibration

Calibration is carried out using a Likert scale, where participants evaluate their degree of agreement or understanding with various statements related to the dimensions of performance appraisal system knowledge. Total scores are calculated to provide a comprehensive picture of employees’ knowledge of the performance appraisal system.

References

Boswell, W. R., & Boudreau, J. W. (2000). Employee Satisfaction with Performance Appraisals and Appraisers: The Role of Perceived Appraisal Use. Human Resource Development Quarterly, 11(3), 283-299.
DeNisi, A. S., & Pritchard, R. D. (2006). Performance Appraisal, Performance Management and Improving Individual Performance: A Motivational Framework. Management and Organization Review, 2(2), 253-277.
Levy, P. E., & Williams, J. R. (2004). The Social Context of Performance Appraisal: A Review and Framework for the Future. Journal of Management, 30(6), 881-905.