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From page 201... ... employee expectations of, 22-26 merit pay, 14, 17, 21-22, 27-28, 135-136 Merit Pay System, 8, 21-22, 28 Merit Systems Protection Board, 19, 29-30, 32, 163 performance appraisal, 21, 54, 133, 135-136, 138, 140, 163 Read the entire page →
From page 202... ... , 16 Cognitive ability tests, 60, 63~4, 66 Cognitive models, supervisor appraisal, 50, 66 67, 144 Collective bargaining agreements, 10 Communication, management-employee, 3~37, 108, 118, 12O, 136, 145, 148 Comparability increases, 2O, 22, 29 Conference Board survey, 102, 104, 113, 115, 117 Constructionist school, 49 Construct validity, 58, 63-65, 66 Content validation, 58-59, 66 Context variables. See Organizational context Contingency theory, 67~8 Contingent labor, 124 Convergent validity, 58, 61~3 Cost-effectiveness, organizational, 3~37 Criterion-referenced appraisal, 55 Criterion-related validation, 58, 59~1,63,142 Critical incident technique, 49-50, 58, 66, 139 Critical job behaviors, 21, 56, 62, 70 D Defense Department, 51 Demographic bias, 64 65, 66, 106, 141 Devine, Donald, 2~27 Discriminant validity, 58, 61-63 Distributive justice, 92, 93, 95, 154, 155 Due process requirements, 10, 133 INDEX E Economic environment, 83, 89, 90, 13~131 Employee motivation group incentive plans, 1~11, 86-89, 115 individual incentive plans, 81-84 merit pay and, 5, 8~86, 99, 165 organizational context and, 122, 129, 13~131, 158-159 pay for performance and, 5, 3~37, 8~81, 89-90, 136, 153-154, 165 performance appraisal and, 3, 28, 67~9, 146 public sector, 163 Employee perceptions economic pressures and, 13~131 of fairness, 11, 92, 95-96, 101, 112, 129, 148, 150, 155, 156 meaningfulness of pay increases, 5, 30, 81, 8~, 99, 153, 165 of performance appraisal systems, 106, 111, 145, 161 of performance goals, 5, 81, 85, 97, 99, 153, 165 of performance-pay link, 5, 21, 27-28, 29, 32, 68, 81, 85, 117, 120, 153, 161, 165 trust in management, 69, 83, 89, 95, 130, 133, 153 Employees attraction and retention of, 9~92, 98, 100, 113, 154 decision-making participation, 8~87, 93 fair and equitable treatment of, 5, 11, 3~37, 92-96, 100 101, 113, 15~155 individual incentive plans and, 83-84, 89, 99, 133 Read the entire page →
From page 203... ... strategies in organizations, 125-126, 159 Executive Position Description Questionnaire, 49, 52 Executives, 38, 88, 113, 114, 125 See also Managers Expectancy theory, 80-81, 82, 86, 88,89,99, 146, 153 Expectancy X Valence model, 67-68 203 External factors. See Environmental factors F Federal Employee Attitude Survey, 22 Federal employees attitudes toward Civil Service Reform, 22-26, 28, 136 attitudes toward employment conditions, 7, 26, 29-30, 32 attitudes toward pay for performance, 9~95, 101, 111, 155 managers, 5, 13, 19-20, 21, 27, 28, 3~31, 118-119, 124, 155 merit system, 7, 8, 1~17, 21-22, 23, 27-30, 31, 44 organizational commitment, 28 pay information, 10, 118-119, 157 performance appraisal, 13, 16, 23, 28, 38, 54, 76, 126, 133, 135 private-sector pay gap, 7, 30, 32, 136, 165-166 recruitment, 30-31 regulatory protections, 132-133, 163 unions and professional associations, 131-132 Federal Labor Relations Authority, 19 Federal policy implications merit pay, 42~4, 16~166 pay for performance research, 98-101, 134 performance appraisal, 3, 5, 138, 150, 160, 164-165 private-sector practice, 5-6, 7-8, 31, 40, 119-121, 135 Federal Reorganization Act (1939) Read the entire page →
From page 204... ... samples, 60, 63-64, 66: Job satisfaction, 85, 154 Job security, 131 Job-specific ratings, 54-55, 67, 74-75, 144, 149 Read the entire page →
From page 205... ... beliefs about performance and pay, 94, 95, 106-107, 110-111, 118-119, 155 employee appraisal, 2, 3, 5~51, 60-61, 63-65, 66-67, 74, 96, 108-110, 142, 148, 149, 150-151, 164 employee trust in, 69, 83, 89, 95, 130, 133, 153 federal, 5, 13, 19-20, 21, 27, 28, 30-31, 118-119, 124, 155 205 flexibility and discretion, 5, 23, 31, 32, 120-121, 133, 156, 161, 163, 164 group incentive plans, 88-89 merit pay plans, 38, 84, 85-86, 156, 157 performance of, 47, 49, 52-54, 59, 66, 74, 75-76, 105, 133, 139, 140, 159 rater training, 70-72, 75, 106, 108, 146-147 rating distortion, 72-74, 145-146 use of performance appraisal systems, 5, 10, 11, 8~85, 105-106, 108, 149, 16~165 Measurement errors in, 55, 56; see also Rating errors individual job performance, 45, 48-55, 58, 66, 78, 126, 132-133, 137-138, 140-141, 149-150 organizational performance, 116 performance appraisal system success, 3, 106, 112 quantitative, 54, 81, 86, 90, 96, 97, 99, 124 rating scale formats, 55-57 validity and reliability of, 37-38, 57-67 Mechanistic organization, 127-128 Merit grid, 9, 78 Merit pay effectiveness of, 4, 117-118, 119 employee attraction and retention, 91, 100, 154 employee motivation, 5, 8~86, 89, 99-100, 131, 153-154, 165 federal civil service, 7, 8, 14-17, 21-22, 23, 27-30, 31, 44 performance ratings, 81-82, 96-97, 109-110, 149, 151-152, 164-165 Read the entire page →
From page 206... ... See also Employee motivation Multimethod-multirater technique, 61-62 N National Commission on the Public Service, 3~31 National Institute of Standards and Technology, 31 National Institutes of Health, 31 National Science Foundation, 31 Navy studies, 22, 24-25, 73, 91 Neutral competence, 14, 17, 31-32 Nixon, Richard M., 18 Norm-referenced appraisals, 55 o Objectivity in measurement, 48, 59, 140 Office of Personnel Management, 1, 7,36, 135 INDEX federal employee survey, 22, 24-25 Management Excellence Inventory, 53 politicization of, 2~27, 28 regulations, 19, 21, 132, 138 Opinion surveys, 106, 112, 120 Organic organization, 127 Organizational context boundary, 162-163 culture and personnel practice, 39, 43, 11~111, 112, 118, 119, 120, 152 effect on employees, 86-88, 93 labor cost control, 96, 98 labor relations, 130 and rating distortion, 72 research and, 4, 4~41, 47, 137, 158 size, 129-130 strategy and goals, 124-127, 133, 134 structure and management systems, 127-129, 134, 159-160 technological fit, 123-124, 158-159 Organizational justice, 42, 92, 93, 154 Organizational performance individual performance effects, 1~11, 48, 76, 112-113, 145-146, 158 pay-for-performance systems and, 36-37, 38, 41-42, 79, 89, 90, 11~115, 136, 158 p Pay for performance definitions, 3-4, 8-9 economic climate and, 13(~131 effectiveness criteria, 36-37, 43 employee attraction and retention, 9~92, 98, 100, 113, 154 Read the entire page →
From page 207... ... 45~6, 145-146 confidentiality of information, 39 effectiveness of, 43, 106-107, 112, 145, 148 employee feedback, 63, 65, 69, 72, 75, 146 employee performance objectives, 5, 54, 81, 84, 85, 94, 97, 99, 108, 148, 153, 165 207 federal civil service, 3, 5, 13, 15-16, 20, 21, 22-23, 28-29, 135, 138, 160, 162-163 intended use of ratings, 3, 72, 73, 147 Job analysis, 139-140 job performance measurement, 2-3, 45, 48-55, 138-139 legal protections and, 132-133, 163 legitimation aspects, 44, 75, 133 managerial judgment in, 2, 3, 109-110, 148, 149, 151 managerial performance, 47, 49, 52-54, 59, 66, 74, 75-76, 133, 139, 140, 159 and motivation, 3, 28, 67-69, 146 organizational context and, 4, 47, 122, 125-126, 128, 134, 158, 160 private-sector practice, 5, 67, 102, 103-113, 119-120, 124, 148, 164 process emphasis, 42, 109, 112, 120, 148, 149 psychometric properties, 55-67, 74-75, 140-144, 150 quantitative measures, 54, 81, 86, 90, 96, 97, 99, 124 rater training, 70-72, 75, 106, 108 rating distortion, 72-74, 75, 147-148 rating quality, 69-72, 146-147, 149 reliability, interrater, 55, 65-66, 140-141 research on, 34-35, 46-48, 137-138 technology and, 123-124 unions and, 131, 160 validity of measures, 57-65, 141-142 Performance management, 109 Read the entire page →
From page 208... ... See Managers; Organizational context Piece rates cost of implementation, 96, 97, 100 distortion of data, 83 and productivity, 82, 96, 153 Political appointments, 14-15, 18, 136, 161-162 Political neutrality. See Neutral competence Position Analysis Questionnaire, 49 Private-sector practice attitudes toward pay for performance, 29, 94, 95, 11~111, 155 federal government implications, 31, 40, 44, 119-121, 135, 16~166 merit pay, 9-10, 113-119, 156-157, 160-161 performance appraisal, 5, 54, 67, 102, 103-113, 119-120, 124, 148, 164 unions and, 131, 160 See also Pay for performance; Performance appraisal Procedural justice, 42, 43, 120 employee perceptions of, 93, 94, 95-96, 101, 154, 155 INDEX Productivity, 7-8, 37 pay for performance and, 82, 87-88, 96, 157 performance appraisal feedback and, 63, 65, 146 See also Individual job performance; Organizational performance Profit-sharing plans, 8, 10, 90, 152 performance effects, 88-89, 154 private-sector practice, 79, 86, 114, 157 unions and, 131 Psychological testing, 58; see also Standardized tests Psychometric properties interrater reliability, 46, 65-66, 76, 14~141, 149-150 scale formats, 55-57, 66-67, 7~75, 138-139, 143-144 validity of measures, 57-65, 66, 141-142, 149-150 See also Performance appraisal Q Quality step increase, 1~17, 22 Quantitative performance measures, 54, 81, 86,90,96,97,99, 124 Questionnaires, 49, 52, 139 R Race effects, 64, 141 Ramspeck Act (1940) Read the entire page →
From page 209... ... , 16-17 Sales commissions, 10, 38, 78-79, 114, 151-152 Scholastic Aptitude Test, 58, 59 Selection tests, 59 209 Self-rating, 65, 69, 146 Senior Executive Association, 27 Senior Executive Service, 16, 19-20, 21, 26, 27 Social Security Administration, 31, 85-86 Standard Descriptive Rating Scale, 63 Standardized tests, 46, 138-139, 142 Statistical analysis, 41, 142, 147 Steady-state organizations, 125-126, 134, 159 Supervisors. See Managers Surveys, 39, 42 T Task inventory, 49, 50, 51, 52, 90 Technological fit, 123-124, 158-159 Temporary employees, 17 Traits, 53-54, 66-67, 144 Trait scales, 56, 61, 75 U Unionized employees, 103, 113 V Validity, 37-38, 57-58, 67, 74, 76, 133, 139, 141-142, 148, 149, 150 construct, 58, 63-65, 66 content, 58-59, 66 convergent and discriminant. Read the entire page →
From page 210... ... 210 W Whistleblower protections, 23 Work climate, 130 Work group cooperation, 83, 87 Work (lobs samples, 60, 63 64, 66 Wyatt Company, 29, 105-106, 108, 109, 112, 117 INDEX Read the entire page →

From page 201...

... employee expectations of, 22-26 merit pay, 14, 17, 21-22, 27-28, 135-136 Merit Pay System, 8, 21-22, 28 Merit Systems Protection Board, 19, 29-30, 32, 163 performance appraisal, 21, 54, 133, 135-136, 138, 140, 163

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From page 202...

... , 16 Cognitive ability tests, 60, 63~4, 66 Cognitive models, supervisor appraisal, 50, 66 67, 144 Collective bargaining agreements, 10 Communication, management-employee, 3~37, 108, 118, 12O, 136, 145, 148 Comparability increases, 2O, 22, 29 Conference Board survey, 102, 104, 113, 115, 117 Constructionist school, 49 Construct validity, 58, 63-65, 66 Content validation, 58-59, 66 Context variables. See Organizational context Contingency theory, 67~8 Contingent labor, 124 Convergent validity, 58, 61~3 Cost-effectiveness, organizational, 3~37 Criterion-referenced appraisal, 55 Criterion-related validation, 58, 59~1,63,142 Critical incident technique, 49-50, 58, 66, 139 Critical job behaviors, 21, 56, 62, 70 D Defense Department, 51 Demographic bias, 64 65, 66, 106, 141 Devine, Donald, 2~27 Discriminant validity, 58, 61-63 Distributive justice, 92, 93, 95, 154, 155 Due process requirements, 10, 133 INDEX E Economic environment, 83, 89, 90, 13~131 Employee motivation group incentive plans, 1~11, 86-89, 115 individual incentive plans, 81-84 merit pay and, 5, 8~86, 99, 165 organizational context and, 122, 129, 13~131, 158-159 pay for performance and, 5, 3~37, 8~81, 89-90, 136, 153-154, 165 performance appraisal and, 3, 28, 67~9, 146 public sector, 163 Employee perceptions economic pressures and, 13~131 of fairness, 11, 92, 95-96, 101, 112, 129, 148, 150, 155, 156 meaningfulness of pay increases, 5, 30, 81, 8~, 99, 153, 165 of performance appraisal systems, 106, 111, 145, 161 of performance goals, 5, 81, 85, 97, 99, 153, 165 of performance-pay link, 5, 21, 27-28, 29, 32, 68, 81, 85, 117, 120, 153, 161, 165 trust in management, 69, 83, 89, 95, 130, 133, 153 Employees attraction and retention of, 9~92, 98, 100, 113, 154 decision-making participation, 8~87, 93 fair and equitable treatment of, 5, 11, 3~37, 92-96, 100 101, 113, 15~155 individual incentive plans and, 83-84, 89, 99, 133

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From page 203...

... strategies in organizations, 125-126, 159 Executive Position Description Questionnaire, 49, 52 Executives, 38, 88, 113, 114, 125 See also Managers Expectancy theory, 80-81, 82, 86, 88,89,99, 146, 153 Expectancy X Valence model, 67-68 203 External factors. See Environmental factors F Federal Employee Attitude Survey, 22 Federal employees attitudes toward Civil Service Reform, 22-26, 28, 136 attitudes toward employment conditions, 7, 26, 29-30, 32 attitudes toward pay for performance, 9~95, 101, 111, 155 managers, 5, 13, 19-20, 21, 27, 28, 3~31, 118-119, 124, 155 merit system, 7, 8, 1~17, 21-22, 23, 27-30, 31, 44 organizational commitment, 28 pay information, 10, 118-119, 157 performance appraisal, 13, 16, 23, 28, 38, 54, 76, 126, 133, 135 private-sector pay gap, 7, 30, 32, 136, 165-166 recruitment, 30-31 regulatory protections, 132-133, 163 unions and professional associations, 131-132 Federal Labor Relations Authority, 19 Federal policy implications merit pay, 42~4, 16~166 pay for performance research, 98-101, 134 performance appraisal, 3, 5, 138, 150, 160, 164-165 private-sector practice, 5-6, 7-8, 31, 40, 119-121, 135 Federal Reorganization Act (1939)

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From page 204...

... samples, 60, 63-64, 66: Job satisfaction, 85, 154 Job security, 131 Job-specific ratings, 54-55, 67, 74-75, 144, 149

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From page 205...

... beliefs about performance and pay, 94, 95, 106-107, 110-111, 118-119, 155 employee appraisal, 2, 3, 5~51, 60-61, 63-65, 66-67, 74, 96, 108-110, 142, 148, 149, 150-151, 164 employee trust in, 69, 83, 89, 95, 130, 133, 153 federal, 5, 13, 19-20, 21, 27, 28, 30-31, 118-119, 124, 155 205 flexibility and discretion, 5, 23, 31, 32, 120-121, 133, 156, 161, 163, 164 group incentive plans, 88-89 merit pay plans, 38, 84, 85-86, 156, 157 performance of, 47, 49, 52-54, 59, 66, 74, 75-76, 105, 133, 139, 140, 159 rater training, 70-72, 75, 106, 108, 146-147 rating distortion, 72-74, 145-146 use of performance appraisal systems, 5, 10, 11, 8~85, 105-106, 108, 149, 16~165 Measurement errors in, 55, 56; see also Rating errors individual job performance, 45, 48-55, 58, 66, 78, 126, 132-133, 137-138, 140-141, 149-150 organizational performance, 116 performance appraisal system success, 3, 106, 112 quantitative, 54, 81, 86, 90, 96, 97, 99, 124 rating scale formats, 55-57 validity and reliability of, 37-38, 57-67 Mechanistic organization, 127-128 Merit grid, 9, 78 Merit pay effectiveness of, 4, 117-118, 119 employee attraction and retention, 91, 100, 154 employee motivation, 5, 8~86, 89, 99-100, 131, 153-154, 165 federal civil service, 7, 8, 14-17, 21-22, 23, 27-30, 31, 44 performance ratings, 81-82, 96-97, 109-110, 149, 151-152, 164-165

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From page 206...

... See also Employee motivation Multimethod-multirater technique, 61-62 N National Commission on the Public Service, 3~31 National Institute of Standards and Technology, 31 National Institutes of Health, 31 National Science Foundation, 31 Navy studies, 22, 24-25, 73, 91 Neutral competence, 14, 17, 31-32 Nixon, Richard M., 18 Norm-referenced appraisals, 55 o Objectivity in measurement, 48, 59, 140 Office of Personnel Management, 1, 7,36, 135 INDEX federal employee survey, 22, 24-25 Management Excellence Inventory, 53 politicization of, 2~27, 28 regulations, 19, 21, 132, 138 Opinion surveys, 106, 112, 120 Organic organization, 127 Organizational context boundary, 162-163 culture and personnel practice, 39, 43, 11~111, 112, 118, 119, 120, 152 effect on employees, 86-88, 93 labor cost control, 96, 98 labor relations, 130 and rating distortion, 72 research and, 4, 4~41, 47, 137, 158 size, 129-130 strategy and goals, 124-127, 133, 134 structure and management systems, 127-129, 134, 159-160 technological fit, 123-124, 158-159 Organizational justice, 42, 92, 93, 154 Organizational performance individual performance effects, 1~11, 48, 76, 112-113, 145-146, 158 pay-for-performance systems and, 36-37, 38, 41-42, 79, 89, 90, 11~115, 136, 158 p Pay for performance definitions, 3-4, 8-9 economic climate and, 13(~131 effectiveness criteria, 36-37, 43 employee attraction and retention, 9~92, 98, 100, 113, 154

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From page 207...

... 45~6, 145-146 confidentiality of information, 39 effectiveness of, 43, 106-107, 112, 145, 148 employee feedback, 63, 65, 69, 72, 75, 146 employee performance objectives, 5, 54, 81, 84, 85, 94, 97, 99, 108, 148, 153, 165 207 federal civil service, 3, 5, 13, 15-16, 20, 21, 22-23, 28-29, 135, 138, 160, 162-163 intended use of ratings, 3, 72, 73, 147 Job analysis, 139-140 job performance measurement, 2-3, 45, 48-55, 138-139 legal protections and, 132-133, 163 legitimation aspects, 44, 75, 133 managerial judgment in, 2, 3, 109-110, 148, 149, 151 managerial performance, 47, 49, 52-54, 59, 66, 74, 75-76, 133, 139, 140, 159 and motivation, 3, 28, 67-69, 146 organizational context and, 4, 47, 122, 125-126, 128, 134, 158, 160 private-sector practice, 5, 67, 102, 103-113, 119-120, 124, 148, 164 process emphasis, 42, 109, 112, 120, 148, 149 psychometric properties, 55-67, 74-75, 140-144, 150 quantitative measures, 54, 81, 86, 90, 96, 97, 99, 124 rater training, 70-72, 75, 106, 108 rating distortion, 72-74, 75, 147-148 rating quality, 69-72, 146-147, 149 reliability, interrater, 55, 65-66, 140-141 research on, 34-35, 46-48, 137-138 technology and, 123-124 unions and, 131, 160 validity of measures, 57-65, 141-142 Performance management, 109

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From page 208...

... See Managers; Organizational context Piece rates cost of implementation, 96, 97, 100 distortion of data, 83 and productivity, 82, 96, 153 Political appointments, 14-15, 18, 136, 161-162 Political neutrality. See Neutral competence Position Analysis Questionnaire, 49 Private-sector practice attitudes toward pay for performance, 29, 94, 95, 11~111, 155 federal government implications, 31, 40, 44, 119-121, 135, 16~166 merit pay, 9-10, 113-119, 156-157, 160-161 performance appraisal, 5, 54, 67, 102, 103-113, 119-120, 124, 148, 164 unions and, 131, 160 See also Pay for performance; Performance appraisal Procedural justice, 42, 43, 120 employee perceptions of, 93, 94, 95-96, 101, 154, 155 INDEX Productivity, 7-8, 37 pay for performance and, 82, 87-88, 96, 157 performance appraisal feedback and, 63, 65, 146 See also Individual job performance; Organizational performance Profit-sharing plans, 8, 10, 90, 152 performance effects, 88-89, 154 private-sector practice, 79, 86, 114, 157 unions and, 131 Psychological testing, 58; see also Standardized tests Psychometric properties interrater reliability, 46, 65-66, 76, 14~141, 149-150 scale formats, 55-57, 66-67, 7~75, 138-139, 143-144 validity of measures, 57-65, 66, 141-142, 149-150 See also Performance appraisal Q Quality step increase, 1~17, 22 Quantitative performance measures, 54, 81, 86,90,96,97,99, 124 Questionnaires, 49, 52, 139 R Race effects, 64, 141 Ramspeck Act (1940)

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From page 209...

... , 16-17 Sales commissions, 10, 38, 78-79, 114, 151-152 Scholastic Aptitude Test, 58, 59 Selection tests, 59 209 Self-rating, 65, 69, 146 Senior Executive Association, 27 Senior Executive Service, 16, 19-20, 21, 26, 27 Social Security Administration, 31, 85-86 Standard Descriptive Rating Scale, 63 Standardized tests, 46, 138-139, 142 Statistical analysis, 41, 142, 147 Steady-state organizations, 125-126, 134, 159 Supervisors. See Managers Surveys, 39, 42 T Task inventory, 49, 50, 51, 52, 90 Technological fit, 123-124, 158-159 Temporary employees, 17 Traits, 53-54, 66-67, 144 Trait scales, 56, 61, 75 U Unionized employees, 103, 113 V Validity, 37-38, 57-58, 67, 74, 76, 133, 139, 141-142, 148, 149, 150 construct, 58, 63-65, 66 content, 58-59, 66 convergent and discriminant.

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From page 210...

... 210 W Whistleblower protections, 23 Work climate, 130 Work group cooperation, 83, 87 Work (lobs samples, 60, 63 64, 66 Wyatt Company, 29, 105-106, 108, 109, 112, 117 INDEX

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Index Pages 201-210

Index
Pages 201-210