000			01957naa a2200253uu 4500
001			1012615390337
003			OSt
005			20231031133500.0
008			110126s2010 xx ||||gr |0|| 0 eng d
100	1		_aEREMIN, Dmitry V. _943864
245	1	0	_aSystemic bias in federal performance evaluations : _bdoes hierarchy trump a performance management process?
260			_aArmonk, NY : _bM.E. Sharpe, _csep. 2010
520	3		_aIndividual performance evaluations provide the link between individual and organizational performance. Employees expect to be rated based on their success in meeting their individual performance objectives regardless of their grade or position in the agency or other nonperformance-related criteria. This study examines performance appraisal ratings from three federal agencies (U.S. Department of Education, U.S. Department of Housing and Urban Development, and the Environmental Protection Agency) to learn whether the evaluation processes are free of a systemic bias based on an individual's position in the hierarchy. The analysis suggests that such a bias does exist and that this bias presents challenges to those who design, implement, and use performance evaluations to support their performance management systems and overall organizational performance. The importance of these exploratory findings goes to the question of fairness and equity in performance management systems, both real and perceived, and the impact of such beliefs on employee satisfaction and performance
650		4	_aHierarquia _913579
650		4	_aGestão de Pessoas _912017
650		4	_aAvaliação de Desempenho _912937
700	1		_928833 _aWolf, James F.
700	1		_aWOODARD, Colleen A _943865
773	0	8	_tPublic Performance & Management Review _g34, 1, p. 7-21 _dArmonk, NY : M.E. Sharpe, sep. 2010 _xISSN 15309576 _w
942			_cS
998			_a20110126 _b1539^b _cDaiane
998			_a20110128 _b1544^b _cCarolina
999			_aConvertido do Formato PHL _bPHL2MARC21 1.1 _c38399 _d38399
041			_aeng