Earticle

초록

영어

Performance evaluation continues to receive attention today as it has for the past few decades. The problem addressed in this paper concerns the relationship between supervisor's causal attributions and their subsequent responses behavior. Previous study in personnel and other disciplines has indicated the importance of causal attributions in the interpretation of poor performance. However, most study has focused on antecedents of attributions than supervisor's responses to the subordinate's poor performance. The objective of this study was to investigate the effects of supervisor's causal attributions and subordinate's responses to a subordinate's poor performance. Specifically, using in the public sector context, the study examined the effects to two dimensions of causal attributions: locus of causality and stability, as well as on the punitiveness of supervisors's responses. The result supported that when the subordinate is internal causes for the performance failure, supervisor's responses were more punitive. Consistent with previous studies, internal attributions were found to result in more punitive behavior than external attribution. In addition, attributions to effort and luck were found to result in more punitive behavior than attributions to ability and task difficulty. Thus, the first hypothesis and second hypothesis supported. These result suggest the importance of appropriately for performance evaluation.

목차

I. 들어가면서
 II. 업적평가의 귀인과정
  1. Kelley의 공변모형
  2. Weiner의 귀인모형
  3. 귀인과정에서의 변수들
  4. 업적평가 모형
  5. 연구가설
  6. 조작적 정의 및 측정
  7. 조사방법
 III. 분석결과
 IV. 토의 및 결론
 참고문헌
 Abstract

저자

• 홍용기 [ Hong, Yong-gee | 대림대학 경영정보계열 ]

참고문헌

발행기관

간행물

표지보기 관심저널 등록

• 간행물명

  경영과 정보연구 [Management Information Systems review]

• 간기

  계간

• pISSN

  1598-2459

• 수록기간

  1997~2026

• 등재여부

  KCI 등재

• 십진분류

  KDC 325 DDC 658