Performance: Differences in measuring performance
DOI:
https://doi.org/10.22364/hssl.31.1.05Abstract
An important issue in human resources is the procedure of the employees’ performance evaluation. The appraisal is essential in the sense of employee appreciation and motivation. Most employers use a subjective performance evaluation of a single superior or a group of persons involved in the employee’s working processes. The subjective evaluation of a group or one person is often questioned about being appropriate. An often-named solution for a more objective criteria could be data driven performance measures. Professional sport provides a unique opportunity to compare objective and subjective performance evaluation measures. A data set of the German Bundesliga was used to test if the two different performance measure come to equal results. It is shown that differences in means exist but equivalence tests support the hypothesis that both measures could be treated as equal. In toto, it seems that in an environment where performance is relatively good to measure objective and subjective performance evaluations lead to equivalent results.
References
Albright, M. D., Levy, P. E. (1995). The Effects of Source Credibility and Perfromance Discrepancy on Reactions to Multiple Raters. Journal of Applied Social Psychology, 25 (7), 577–600. https://doi.org/10.1111/j.1559-1816.1995.tb01600.x
Berry, W. D. (1993). Understanding Regression Assumptions. Thousand Oaks: SAGE Publications.
Bortz, J., Döring, N. (2006). Forschungsmethoden und Evaluation für Human- und Sozialwissenschaftler. 4th ed. Heidelberg: Springer Medizin Verlag.
Cappelli, P., Conyon, M. J. (2018). What Do Performance Appraisals Do? ILR Review, 71 (1), 88–116. https://doi.org/10.1177/0019793917698649
Choon, L. K., Embi, M. A. (2012). Subjectivity, Organizational Justice and Performance Appraisal: Understanding the Concept of Subjectivity in Leading Towards Employees’ Perception of Fairness in the Performance Appraisal. Procedia – Social and Behavioral Sciences 62, 189–193. https://doi.org/10.1016/j.sbspro.2012.09.030
Colquitt, J. A. (2001). On the Dimensionality of Organizational Justice: A Construct Validation of a Measure. Journal of Applied Psychology, 86 (3), 386–400.
Danaher, J. (2016). The Threat of Algocracy – Reality, Resistance and Accommodation. Philosophy and Technology, 29 (3), 245–268.
Delfgaauw, J., Souverijn, M. (2016). Biased supervision. Journal of Economic Behavior & Organization, 130 (1), 107–125. https://doi.org/10.1016/j.jebo.2016.06.012
Della Torre, E., Giangreco, A., Legeais, W., Vakkayil, J. (2018). Do Italians Really Do It Better? Evidence of Migrant Pay Disparities in the Top Italian Football League. European Management Review 15 (1), 121–136. https://doi.org/10.1111/emre.12136
Della Torre, E., Giangreco, A., Maes, J. (2014). Show Me the Money! Pay Structure and Individual Performance in Golden Teams. European Management Review, 11 (1), 85–100. https://doi.org/10.1111/emre.12025
Espinilla, M., Andrés, R. de, Martínez, F. J., Martínez, L. (2013). A 360-degree performance appraisal model dealing with heterogeneous information and dependent criteria. Information Sciences, 222 (1), 459–471. https://doi.org/10.1016/j.ins.2012.08.015
Filiz, I., Judek, J. R., Lorenz, M., Spiwoks, M. (2021). Reducing algorithm aversion through experience. Journal of Behavioral and Experimental Finance, 31 (100524), 1–8. https://doi.org/10.1016/j.jbef.2021.100524
Frederiksen, A., Lange, F., Kriechel, B. (2017). Subjective performance evaluations and employee careers. Journal of Economic Behavior & Organization, 134 (2–3), 408–429. https://doi.org/10.1016/j.jebo.2016.12.016
Frey, B. B. (2018). The SAGE Encyclopedia of Educational Research, Measurement, and Evaluation. https://doi.org/10.4135/9781506326139
Frick, B. (2011). Performance, Salaries, and Contract Length: Empirical Evidence from German Soccer. International Journal of Sport Finance, (6), 87–118.
Judge, T. A., Ferris, G. R. (1993). Social Context of Performance Evaluation Decisions. The Academy of Management Journal, 36 (1), 80–105.
Kahn, L. M. (2000). The Sports Business as a Labor Market Laboratory. The Journal of Economic Perspectives, 14 (3), 75–94.
Kim, T. K. (2015). T test as a parametric statistic. Korean Journal of Anesthesiology, 68 (6), 540–546. https://doi.org/10.4097/kjae.2015.68.6.540
Köbis, N., Mossink, L. D. (2021). Artificial intelligence versus Maya Angelou: Experimental evidence that people cannot differentiate AI-generated from human-written poetry. Computers in Human Behavior, 114 (2), 1–13. https://doi.org/10.1016/j.chb.2020.106553
Lakens, D., Scheel, A. M., Isager, P. M. (2018). Equivalence Testing for Psychological Research: A Tutorial. Advances in Methods and Practices in Psychological Science, 1 (2), 259–269.
Lee, M. K. (2018). Understanding perception of algorithmic decisions: Fairness, trust, and emotion in response to algorithmic management. Big Data & Society, 5 (1), 1–16. https://doi.org/10.1177/2053951718756684
LigaInsider: Deutschlands fairste Fussballnote. Available online at: https://www.ligainsider.de/deutschlands-fairste-fussballnote/, checked on 2/11/2021.
McCarthy, A. M., Garavan, T. N. (2007). Understanding acceptance of multisource feedback for management development. Personnel Review, 36 (6), 903–917. https://doi.org/10.1108/00483480710822427
Nagtegaal, R. (2021). The impact of using algorithms for managerial decisions on public employees' procedural justice. Government Information Quarterly, 38 (1), 1–10. https://doi.org/10.1016/j.giq.2020.101536
Roberson, Q. M., Stewart, M. M. (2006). Understanding the motivational effects of procedural and informational justice in feedback processes. British Journal of Psychology (London, England: 1953), 97 (Pt 3), 281–298. https://doi.org/10.1348/000712605X80146
Selvarajan, T. T., Cloninger, P. A. (2012). Can performance appraisals motivate employees to improve performance? A Mexican study. The International Journal of Human Resource Management, 23 (15), 3063–3084. https://doi.org/10.1080/09585192.2011.637069
Strohmeier, S., Piazza, F. (2013). Domain driven data mining in human resource management: A review of current research. Expert Systems with Applications, 40, 2410–2420.
Taylor, S. M., Tracy, K. B., Renard, M. K., Harrison, K., Carroll, S. J. (1995). Due Process in Performance Appraisal: A Quasi-Experiment in Procedural Justice. Administrative Science Quarterly, 40 (3), 495–523.
Wesche, J. S., Sonderegger, A. (2019). When computers take the lead – The automation of leadership. Computers in Human Behavior, 101, 197–209.
Wolfe, R. A., Weick, K. E., Usher, J. M., Terborg, J. R.; Poppo, L., Murrel, A. J. et al. (2005). Sport and Organizational Studies. Exploring Synergy. Journal of Management Inquiry, 14 (2), 182–210.
