title: Responses to formal performance appraisal feedback: the role of negative affectivity.
abstract: This study examined the effects of performance appraisal feedback on job and organizational attitudes of tellers (N = 329) in a large international bank. Negative affectivity moderated the link between favorable appraisal feedback and job attitudes. Among the higher rated performers, attitudes were improved 1 month after being notified of favorable appraisal results (Time 2). Improved attitudes persisted 6 months after the performance appraisal (Time 3) among tellers with low negative affectivity but not among those with high negative affectivity. Among the lower rated performers, mean levels of attitudes did not change significantly during the study.
authors.affiliation: School of Business, University of Hong Kong, Hong Kong. simonlam@business.hku.hk
authors.forename: Simon S K
authors.initials: SS
authors.lastname: Lam
authors.forename: Michelle S M
authors.initials: MS
authors.lastname: Yik
authors.forename: John
authors.initials: J
authors.lastname: Schaubroeck
mesh_terms: D000328:Adult; D001290:Attitude; D003132:Commerce; D004650:Employee Performance Appraisal; D005246:Feedback; D005260:Female; D006801:Humans; D007588:Job Satisfaction; D008297:Male