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Performans Değerlendirme Sonuçlarının Oluşumunda Toplumsal Cinsiyet Faktörünün Etkisi

Yıl 2016, Cilt , Sayı 31, 113 - 134, 01.06.2016

Öz

Çalışma hayatında özellikle son yıllarda üzerinde ağırlıklı olarak çalışılan konulardan biri, önce insan anlayışına dayalı olarak çalışanı işe almaktan çok elde tutmak ve mutlu etmektir. Bu konuya katkı sağlayan uygulamalardan biri, performans değerlendirmedir. Ancak, performans değerlendirme sonuçlarının gerçeği yansıtıp yansıtmadığı noktasındaki tartışmalar bu sonuçların oluşumuna etki eden faktörleri ortaya çıkarmayı giderek daha zorunlu hale getirmektedir. Bu noktada çalışmada, performans değerlendirme sonuçlarını etkileyen faktörlerden cinsiyet faktörü ele alınmaktadır. Değerlendirici ya da değerlendirilenin cinsiyetinin kadın ya da erkek olmasının performans sonuçları üzerindeki etkisini ortaya koyabilmek amacı ile araştırmanın hipotezi, “değerlendirici cinsiyeti ve değerlendirilen cinsiyeti, gerçekleştirilecek performans değerlendirmeleri üzerinde bir farklılık oluşturacaktır” şeklinde oluşturulmuştur. Hipotez üniversite öğrencilerden oluşun 331 kişilik bir örneklem ile sınanmıştır. Analizler sonucunda hipotez desteklendiği için kabul edilmiştir.

Kaynakça

  • Baltacı, Adem ve Hüseyin Burgazoğlu (2014). “Performans Değerlendirmenin Etkinliği Açısından Değerlendirme Amacının ve Cinsiyetin Rolü”. Bilgi Ekonomisi ve Yönetimi Dergisi, IX(I), 163-174.
  • Bauer, Cara.C. and Boris B. Baltes (2002). “Reducing the Effects of Gender Stereotyes on Performance Evaluations”. Sex Roles, 47(9/10): 465-476.
  • Belsey, Catherine (1988). “Marking by Numbers”. AUT Women, (Aktaran: WILSON, Fiona (2003 April). “Perceiving Men And Women in Organizations”, Chapter 2 in Organizational Behaviour and Gender, Ashgate Publishing Company, 2nd edition).
  • Camcı, Adnan (2004). Cinsiyet Faktörünün Performans Değerlendirme Sonuçları Üzerindeki Etkisi. Yayınlanmamış Yüksek Lisans Tezi, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü, İzmir.
  • Deaux, Kay and Janet Taynor(1973). “Evaluation of Male and Female Ability: Bias Works Two Ways”. Psychological Reports,32(2),261-262.
  • Dobbins, Gregory H., Robert L. Curdy and Donald M Truxillo (1988), “The Effects of Appraisal and Individual Differences in Stereotypes of Women on Sex Differences in Performance Ratings:A Laboratory and Field Study. Journal of Applied Psychology, 73(3):551-558
  • Goldberg, Phillip A.(1967). “Misogyny and the College Girl”. Paper Presented at the Meeting of the Eastern Psychological Association, (Boston, April).
  • Gross, Matthias M. and Robert A. Geffner (1980). “Are the Times Hanging? An Analysis of Sex-Role Prejudice”. Sex Roles, 6(5): 713-722.
  • Gupta, Nina, Terry A.Beerhr and Douglas G.Jenkins (1980). “The Relationship between Emloyyee Gender and Supervisor-Subordinate Cross Ratings”. Academy of Management Journal 40: 396-400
  • Hammer, W.Clay, Jay S.Kim, Lloyd Baird and William J. Bigoness (1974). “Race and Sex as Determinants of Ratings by Potential Employers in a Simulated Work-Sampling Task”. Journal of Applied Psychology 59(6) December:705-711.
  • Ishaq H.M., Iqbal M.Z. and Zaheer A. (2009). “Effectiveness of Performance Appraisal: Its Outcomes and Detriments in Pakistani Organizations”. European Journal of Social Sciences, 10(3): 479-485.
  • Martell, Richard F.(1996). “What Mediates Gender Bias in Work Behaviour Ratings?”. Sex Roles 35(1): 153-169.
  • Maurer J.Todd and Mary Anne Taylor(1994). “Is Sex by Itself Enough?An Exploration of Gender Bias Issue in Performance Appraisal”.Organizational Behavior and Human Decision Processes,60(2):231-252.
  • Millmore Mike, David Biggs and Laura Morse(2007). "Gender Differences within 360- Degree Managerial Performance Appraisals". Women in Management Review, 22(7): 536 - 551
  • Mobley, William H.(1982). “Supervisor and Employee Race and Sex Effects on Performance Appraisals: A Field Study of Adverse Impact and Generalizability”. Academy of Management Journal,5(3): 598-606.
  • Nieva, Veronica F. and Barbara A.Gutek (1980). “Sex Effects on Evaluation”. Academy of Management Review,5(2): 267-276
  • Pulakos, Elaine D, Leonard A. White, Scott H. Oppler and Walter C. Borman(1989). “Examination of Race and Sex Effects on Performance Ratings”. Journal of Applied Psychology,74(5):770-780.
  • Schmitt, Neal and Martha Lappin (1980). “Race and Sex as Determinants of the Mean ve Variance of Performance Ratings”. Journal of Applied Psychology, 65(4): 428-435.
  • Shore, Lynn McFarlane and George C.ThortonIII (1986). “Effects of Gender on Self and Supervisory Ratings”. Academy of Management Journal 29(1):115-129.
  • Wallston, Strudler B., Fisher O’Leary and Virginia, E.(1981). “Sex Makes a Difference:Differential Perceptions of Women and Men”. WHEELER, L.(eds.) Review of Personality and Social Psychology, 2(1):9-41.
  • Walsh, James P, Robert M. Weinberg and Marita L.Fairfield(1987). “The Effects of Gender on Assesment Centre Evaluations”. Journal of Occupational Psychology, 6(2):305- 309
  • Wexley, Kenneth N. and Elanie D.Pulakos (1982). “Sex Effects on Performance Ratings in Manager-Subordinate Dayds: A Field Study” Journal of Applied Psychology, 67(4):433-439.
  • KOSBED, 2016, 31 : 113 - 134
  • EFFECT OF GENDER FACTOR ON THE FORMATION OF RESULTS OF
  • PERFORMANCE EVALUATION Cemile ÇETİN Adnan CAMCI

Effect of Gender Factor on the Formation of Results of Performance Evaluation

Yıl 2016, Cilt , Sayı 31, 113 - 134, 01.06.2016

Öz

With the increase in women participation in work life, many claims on whether female employees have equal rights with male workers in the organizations were proposed and started being investigated. Many of the studies on the conditions of women in business life discuss the situation with a gender discrimination standpoint. One of the subjects being discussed with this point is how such discrimination may occur in performance evaluation as a function of human resources management. As a matter of fact, one of the responsibilities that have been paid attention to is the increase in the sharing and applications on holding and making the employees happy, more than hiring them. In this study, this responsibility will be investigated on whether a gender-based difference occurs in performance evaluation applications. The subject will be investigated around the theoretical knowledge in literature and will be concluded with a research based on developed hypothesis. Hypothesis of the research is stated as follows “the interaction between evaluator and evaluated employees’s gender will make a difference on performance evaluations.” This hypothesis was tested with a sample of 331 male and female students studying at Dokuz Eylül University, Faculty of Economics and Administrative Sciences. The outputs will propose whether gender factor has an effect on the formation of performance evaluation results. Thus, the study will help developing suggestions in the point of responsibilities for the parties that do have or have to have a contribution to the process in different levels.

Kaynakça

  • Baltacı, Adem ve Hüseyin Burgazoğlu (2014). “Performans Değerlendirmenin Etkinliği Açısından Değerlendirme Amacının ve Cinsiyetin Rolü”. Bilgi Ekonomisi ve Yönetimi Dergisi, IX(I), 163-174.
  • Bauer, Cara.C. and Boris B. Baltes (2002). “Reducing the Effects of Gender Stereotyes on Performance Evaluations”. Sex Roles, 47(9/10): 465-476.
  • Belsey, Catherine (1988). “Marking by Numbers”. AUT Women, (Aktaran: WILSON, Fiona (2003 April). “Perceiving Men And Women in Organizations”, Chapter 2 in Organizational Behaviour and Gender, Ashgate Publishing Company, 2nd edition).
  • Camcı, Adnan (2004). Cinsiyet Faktörünün Performans Değerlendirme Sonuçları Üzerindeki Etkisi. Yayınlanmamış Yüksek Lisans Tezi, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü, İzmir.
  • Deaux, Kay and Janet Taynor(1973). “Evaluation of Male and Female Ability: Bias Works Two Ways”. Psychological Reports,32(2),261-262.
  • Dobbins, Gregory H., Robert L. Curdy and Donald M Truxillo (1988), “The Effects of Appraisal and Individual Differences in Stereotypes of Women on Sex Differences in Performance Ratings:A Laboratory and Field Study. Journal of Applied Psychology, 73(3):551-558
  • Goldberg, Phillip A.(1967). “Misogyny and the College Girl”. Paper Presented at the Meeting of the Eastern Psychological Association, (Boston, April).
  • Gross, Matthias M. and Robert A. Geffner (1980). “Are the Times Hanging? An Analysis of Sex-Role Prejudice”. Sex Roles, 6(5): 713-722.
  • Gupta, Nina, Terry A.Beerhr and Douglas G.Jenkins (1980). “The Relationship between Emloyyee Gender and Supervisor-Subordinate Cross Ratings”. Academy of Management Journal 40: 396-400
  • Hammer, W.Clay, Jay S.Kim, Lloyd Baird and William J. Bigoness (1974). “Race and Sex as Determinants of Ratings by Potential Employers in a Simulated Work-Sampling Task”. Journal of Applied Psychology 59(6) December:705-711.
  • Ishaq H.M., Iqbal M.Z. and Zaheer A. (2009). “Effectiveness of Performance Appraisal: Its Outcomes and Detriments in Pakistani Organizations”. European Journal of Social Sciences, 10(3): 479-485.
  • Martell, Richard F.(1996). “What Mediates Gender Bias in Work Behaviour Ratings?”. Sex Roles 35(1): 153-169.
  • Maurer J.Todd and Mary Anne Taylor(1994). “Is Sex by Itself Enough?An Exploration of Gender Bias Issue in Performance Appraisal”.Organizational Behavior and Human Decision Processes,60(2):231-252.
  • Millmore Mike, David Biggs and Laura Morse(2007). "Gender Differences within 360- Degree Managerial Performance Appraisals". Women in Management Review, 22(7): 536 - 551
  • Mobley, William H.(1982). “Supervisor and Employee Race and Sex Effects on Performance Appraisals: A Field Study of Adverse Impact and Generalizability”. Academy of Management Journal,5(3): 598-606.
  • Nieva, Veronica F. and Barbara A.Gutek (1980). “Sex Effects on Evaluation”. Academy of Management Review,5(2): 267-276
  • Pulakos, Elaine D, Leonard A. White, Scott H. Oppler and Walter C. Borman(1989). “Examination of Race and Sex Effects on Performance Ratings”. Journal of Applied Psychology,74(5):770-780.
  • Schmitt, Neal and Martha Lappin (1980). “Race and Sex as Determinants of the Mean ve Variance of Performance Ratings”. Journal of Applied Psychology, 65(4): 428-435.
  • Shore, Lynn McFarlane and George C.ThortonIII (1986). “Effects of Gender on Self and Supervisory Ratings”. Academy of Management Journal 29(1):115-129.
  • Wallston, Strudler B., Fisher O’Leary and Virginia, E.(1981). “Sex Makes a Difference:Differential Perceptions of Women and Men”. WHEELER, L.(eds.) Review of Personality and Social Psychology, 2(1):9-41.
  • Walsh, James P, Robert M. Weinberg and Marita L.Fairfield(1987). “The Effects of Gender on Assesment Centre Evaluations”. Journal of Occupational Psychology, 6(2):305- 309
  • Wexley, Kenneth N. and Elanie D.Pulakos (1982). “Sex Effects on Performance Ratings in Manager-Subordinate Dayds: A Field Study” Journal of Applied Psychology, 67(4):433-439.
  • KOSBED, 2016, 31 : 113 - 134
  • EFFECT OF GENDER FACTOR ON THE FORMATION OF RESULTS OF
  • PERFORMANCE EVALUATION Cemile ÇETİN Adnan CAMCI

Ayrıntılar

Diğer ID JA93GK37JP
Bölüm Makaleler
Yazarlar

Cemile ÇETİN Bu kişi benim


Adnan CAMCI Bu kişi benim

Yayımlanma Tarihi 1 Haziran 2016
Yayınlandığı Sayı Yıl 2016, Cilt , Sayı 31

Kaynak Göster

APA Çetin, C. & Camcı, A. (2016). Performans Değerlendirme Sonuçlarının Oluşumunda Toplumsal Cinsiyet Faktörünün Etkisi . Kocaeli Üniversitesi Sosyal Bilimler Dergisi , (31) , 113-134 . Retrieved from https://dergipark.org.tr/tr/pub/kosbed/issue/25688/271104

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