1. Performance Evaluations Group 7: Cynthia Lam, Sawsan Nijmeh, Markus Li

2. The Social Context of Performance Appraisal and Appraisal Reactions: A Meta-Analysis By: Shaun Pichler Cynthia Lam

3. Purpose How the relationship quality, rating favorability, and appraisal participation relate to appraisal reaction

4. Methods Meta-Analysis Meta-analytic Structural Equation Model

5. Results

6. Take home message Management Training Programs Create and maintain relationship with employees Giving feedback Fair and consistent ratings Performance Appraisal Process Criteria set, clear, and known 360 degree feedback

7. Examining the Role of Narrative Performance Appraisal Comments on Performance By: Emily M. David Sawsan Nijmeh

8. Key Terms Narrative Feedback Interactional Justice Favorability Year-lagged Performance

9. Main Purpose Quality narrative feedback that is favorable and contains interactional justice will ultimately lead to year-lagged performance. Role of Emotion as a mechanism

10. Methods Performance appraisals + self-evaluations were collected and coded according to the category of interest for each Performance appraisals= favorability and interactional justice Self-evaluations= emotion Second data set used in order to compare results

11. Results

12. Take Home Train managers on presenting narrative feedback in a dignified and considerate fashion Supervisory support: Mandating continuous coaching year round Making employees feel valued and cared about

13. Trusting the Fair Supervisor: The Role of Supervisory Support in Performance Appraisals By: Zinta S. Byrne, Virginia E. Pitts, Carolyn M. Wilson, and Zachary J. Steiner Markus Li

14. Important Terms Distributive Justice Procedural Justice Interpersonal Justice Informational Justice Perceived supervisory support (PSS)

15. Why It’s Important Distinguish the difference between Organizational and Interactional justice Easier to develop supportive supervisors rather than change organizational structure. Trust in supervisor leads to: Lower absenteeism or turnover Higher performance Commitment (Attitudes module) A healthy relationship at work and home (Employee health and wellness module)

16. Method Self-reported survey Two sample groups: calibration and cross-validation Questions assessed perceived supervisory support ‘During my last performance evaluation, my supervisor…’ ‘In general, my level of confidence that my supervisor…’

17. Results

18. Take Home Message Hire managers and supervisors with empathetic skills Foster a healthy and trusting relationship by supporting employees Be upfront with expectations throughout the year Have a formal due process for employees to review appraisals Consistency!

19. Overall Take Home Message Focus on management training programs that teaches how to give proper feedback Be involved in subordinate’s lives Build a dynamic superior-subordinate relationship