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http://dx.doi.org/10.5762/KAIS.2021.22.4.99

The Effect of Ratee Accountability on Behavioral Change Intention in Multi-Rater Performance Appraisal System  

Rhee, Seung-Yoon (Department of Business Administration, Hongik University)
Publication Information
Journal of the Korea Academia-Industrial cooperation Society / v.22, no.4, 2021 , pp. 99-107 More about this Journal
Abstract
To establish an effective performance appraisal system, ratee accountability is essential because it increases the likelihood of meaningful utilization of performance appraisal feedback. In the context of a multi-rater performance appraisal system, this study examines the effect of the ratee general accountability and accountability to the supervisor and peers on the ratee's intention to change behavior based on the performance appraisal feedback. This study further explored the moderating effect of perceived feedback specificity on the relationship between the ratee accountability and behavioral change intention. Hierarchical multiple regression analysis was conducted using the survey data from 153 employees in eight firms with multi-rater performance appraisal systems. The results showed that ratee general accountability was positively associated with the intention to change behavior. Furthermore, perceived feedback specificity attenuated the positive relationship between the ratee general accountability and behavioral change intention, which was the opposite of the hypothesized direction. The findings indicate the importance of managing and facilitating ratee accountability for implementing a multi-rater performance appraisal system. The result also emphasizes the critical role that performance appraisal feedback plays in motivating performance improvement by providing flexible, constructive advice and behavioral change strategies instead of inducing self-defense or justification.
Keywords
Accountability; Multi-Rater Performance Appraisal System; Behavioral Change Intention; Feedback; Feedback Specificity;
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