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PERFORMANS DEĞERLENDİRMEDE KELİMELERİN GÜCÜ: ANLATI YORUMLARI HAKKINDA TEORİK BİR ARAŞTIRMA

Yıl 2021, Cilt: 16 Sayı: 56, 570 - 584, 31.07.2021
https://doi.org/10.14783/maruoneri.935429

Öz

Performans değerlendirme yöntemlerinin çoğu, sayısal değerlendirmelerin yanı sıra çalışanla ilgili daha kapsamlı bilgiler sunan “anlatı yorumlarını” da içermektedir. Ancak akademik literatürün büyük bir çoğunluğu sadece sayısal değerlendirmelere odaklanmış, anlatı yorumlarına gereken önem verilmemiştir. Bu kalitatif yöntem, iş performansı ile ilgili sunduğu zengin içerik, nedensellik açıklamaları ve serbest biçimi nedeni ile sayısal değerlendirmelere göre daha avantajlı görülmektedir. Aynı zamanda performans değerlendirmenin değerlendirici ve değerlendirilen arasındaki karşılıklı etkileşime dayanan bir süreç olduğu düşünüldüğünde yorumlar, sayıların dolaysız ve yüzeysel mesajına göre daha kullanışlı görülmektedir. Başka bir ifade ile çalışanın performansının tam resmine ancak anlatı yorumlarındaki ifadelerin açıklayıcı gücü ile ulaşılması mümkündür. Söz konusu önemine rağmen ülkemiz akademik literatüründe, performans yönetimi alanında anlatı yorumlarının neredeyse hiç araştırılmamış olması dikkat çekicidir. Bu noktadan hareketle bu çalışmada anlatı yorumları ile ilgili bir farkındalık oluşturulması amaçlanmış ve konu teorik olarak ele alınmıştır. Yapılan çalışma ile anlatı yorumlarının ne olduğu, önemi, yaygınlaşma nedenleri, sahip olduğu karakteristik özellikler, sayısal değerlendirmelere göre avantajları ortaya konulmuştur. Çalışmanın sonucunda performans değerlendirmenin daha tutarlı ve güvenilir sonuçlar üretebilmesi için anlatı yorumlarının sayısal değerlendirmelerle birlikte kullanılması gerektiği tespit edilmiştir.

Kaynakça

  • Armitage, C., & Deeprose, C. (2004). Changing student evaluations by means of the numeric values of rating scales. Psychology Learning & Teaching, 3(2), 122-125. doi: 10.2304/plat.2003.3.2.122
  • Atwater, L., & Brett, J. (2006). Feedback format: Does it influence manager’s reactions to feedback?. Journal of Occupational and Organizational Psychology, 79(4), 517-532. doi: org/10.1348/096317905X58656
  • Austin, J. T., & Villanova, P. (1992). The criterion problem: 1917-1992. Journal of Applied Psychology, 77(6), 836- 874. doi: 10.1037/0021-9010.77.6.836
  • Bowman, J. S. (2010). The success of failure: The paradox of performance pay. Review of Public Personnel Administration, 30(1), 70-88. doi: 10.1177/0734371X09351824
  • Brutus, S. (2010). Words versus numbers: A theoretical exploration of giving and receiving narrative comments in performance appraisal. Human Resource Management Review, 20(2), 144-157. doi: 10.1016/j. hrmr.2009.06.003
  • Colella, A., DeNisi, A. S., & Varma, A. (1997). Appraising the performance of employees with disabilities: A review and model. Human Resource Management Review, 7(1), 27-53. doi: 10.1016/S1053-4822(97)90004-8
  • David, E. M. (2013). Examining the role of narrative performance appraisal comments on performance. Human Performance, 26(5), 430-450. doi: 10.1080/08959.285.2013.836197
  • Doyle, K. (2018). Examining rating source differences in narrative performance feedback. (Yayınlanmamış doktora tezi). The University of Western Ontario, Ontario-Kanada. https://ir.lib.uwo.ca/etd/5447 adresinden alındı.
  • Ferris, G. R., Munyon, T. P., Basik, K., & Buckley, M. R. (2008). The performance evaluation context: Social, emotional, cognitive, political, and relationship components. Human Resource Management Review, 18(3), 146-163. doi: 10.1016/j.hrmr.2008.07.006
  • Fletcher, C. (2001). Performance appraisal and management: The developing research agenda. Journal of Occupational and Organizational Psychology, 74(4), 473-487. doi: 10.1348/096.317.901167488
  • Ginsburg, S., Regehr, G., Lingard, L., & Eva, K. W. (2015). Reading between the lines: Faculty interpretations of narrative evaluation comments. Medical Education, 49(3), 296-306. doi: 10.1111/medu.12637
  • Gorman, C. A., Meriac, J. P., Roch, S. G., Ray, J. L., & Gamble, J. S. (2017). An exploratory study of current performance management practices: Human resource executives’ perspectives. International Journal of Selection and Assessment, 25(2), 193-202. doi: 10.1111/ijsa.12172
  • Greenberg, J. (1991). Using explanations to manage impressions of performance appraisal fairness. Employee Responsibilities and Rights Journal, 4(1), 51-60. doi: 10.1007/BF01390438
  • Jacobs, R. L. (2019). Performance rating scales. Work Analysis in the Knowledge Economy. (ss.223-233). Cham: Springer International Publishing. doi: 10.1007/978-3-319-94448-7_16
  • Kondrasuk, J. N. (2012). The ideal performance appraisal is a format, not a Form. Academy of Strategic Management Journal, 11(1), 115-130.
  • Lampe, J., Schäffer, U., & Schaupp, D. (2021). The performance effects of narrative feedback. SSRN Electronic Journal. Advance online publication. doi: 10.2139/ssrn.3825100
  • Landy, F. J., & Farr, J. L. (1980). Performance rating. Psychological Bulletin, 87(1), 72-107. doi: 10.1037/0033- 2909.87.1.72
  • Lockyer, J. M., Sargeant, J., Richards, S. H., Campbell, J. L., & Rivera, L. A. (2018). Multisource feedback and narrative comments: Polarity, specificity, actionability, and CanMEDS Roles. The Journal of Continuing Education in the Health Professions, 38(1), 32-40. doi: 10.1097/CEH.000.000.0000000183
  • Ludwig, T. D., & Goomas, D. T. (2009). Real-time Performance Monitoring, Goal-Setting and Feedback for Forklift Drivers in a Distribution Centre. Journal of Occupational and Organizational Psychology, 82, 391-403.
  • Macchi Silva, V. V., & Ribeiro, J. L. D. (2020). A discussion on using quantitative or qualitative data for assessment of individual competencies. Personnel Review. Ahead-of-Print. doi: 10.1108/PR-08-2019-0444
  • Page, E. B. (1958). Teacher comments and student performance: A seventy-four classroom experiment in school motivation. The Journal of Educational Psychology, 49(4), 173-181. doi: 10.1037/h0041940
  • Palshikar, G. K., Apte, M., Pawar, S., & Ramrakhiyani, N. (2019). HiSPEED: a system for mining performance appraisal data and text. International Journal of Data Science and Analytics, 8(1), 95-111. doi: 10.1007/ s41060.018.0142-x
  • Poncheri, R. M., Lindberg, J. T., Thompson, L. F., & Surface, E. A. (2008). A Comment on employee surveys. Organizational Research Methods, 11(3), 614-630. doi: 10.1177/109.442.8106295504
  • Reb, J., & Greguras, G. J. (2010). Understanding performance ratings: Dynamic performance, attributions, and rating purpose. Journal of Applied Psychology, 95(1), 213-220. doi: 10.1037/a0017237
  • Schleicher, D. J., Bull, R. A., & Green, S. G. (2009). Rater reactions to forced distribution rating systems. Journal of Management, 35(4). 899-927. doi: 10.1177/014.920.6307312514
  • Smither, J. W., & Walker, A. G. (2004). Are the characteristics of narrative comments related to improvement in multirater feedback ratings over time?. Journal of Applied Psychology, 89(3), 575-581. doi: 10.1037/0021- 9010.89.3.575
  • Speer, A. B. (2018). Quantifying with words: An investigation of the validity of narrative-derived performance scores. Personnel Psychology, 71(3), 299-333. doi: org/10.1111/peps.12263
  • Tittelbach, D., Fields, L., & Alvero, A. M. (2008). Effects of performance feedback on typing speed and accuracy. Journal of Organizational Behavior Management, 27(4), 29-52. doi: 10.1300/J075v27n04_02
  • Van de Mieroop, D., & Vrolix, E. (2014). A Discourse analytical perspective on the professionalization of the performance appraisal interview. International Journal of Business Communication, 51(2), 159-182. doi: 10.1177/232.948.8414525197
  • White, J. S., & Sharma, N. (2012). “Who writes what?” Using written comments in team-based assessment to better understand medical student performance: A mixed-methods study. BMC Medical Education, 12, 123-133. doi: 10.1186/1472-6920-12-123
  • Wilson, K. Y. (2010). An analysis of bias in supervisor narrative comments in performance appraisal. Human Relations, 63(12), 1903-1933. doi: 10.1177/001.872.6710369396
  • Youngcourt, S. S., Leiva, P. I., & Jones, R. G. (2007). Perceived purposes of performance appraisal: Correlates of individual-and position-focused purposes on attitudinal outcomes. Human Resource Development Quarterly, 18(3), 315-343. doi: org/10.1002/hrdq.1207
  • Yun, G. J., Donahue, L. M., Dudley, N. M., & McFarland, L. A. (2005). Rater personality, rating format, and social context: Implications for performance appraisal ratings. International Journal of Selection and Assessment, 13(2), 97-107. doi: 10.1111/j.0965-075X.2005.00304.x

POWER OF WORDS IN PERFORMANCE APPRAISAL: A THEORETICAL STUDY ON NARRATIVE COMMENTS

Yıl 2021, Cilt: 16 Sayı: 56, 570 - 584, 31.07.2021
https://doi.org/10.14783/maruoneri.935429

Öz

Most of the performance appraisal methods include “narrative comments” that provide more comprehensive information about the employee, as well as numerical ratings. However, the overwhelming majority of the academic literature has only focused on numerical ratings and narrative comments have not been adequately studied. This qualitative method is considered more advantageous than numerical ratings due to its rich content on job performance, causality explanations, and free form. Moreover, considering that performance appraisal is a process based on mutual interaction between rater and ratee, comments seem more valuable than the direct and shallow message of numbers. In other words, the holistic picture of the employee’s performance can only be achieved with the explanatory power of the expressions in the narrative comments. It is striking that despite its importance, narrative comments have hardly been studied in the field of performance management of Turkish academic literature. From this point of view, this study aims to raise awareness about narrative comments and the subject is discussed theoretically. With this study, the concept of narrative comments, its importance, the reasons behind its popularity, its characteristics, and its advantages over numerical ratings have been presented. As a result of the study, it was determined that narrative comments should be used together with numerical ratings for performance appraisals to produce more consistent and reliable results.

Kaynakça

  • Armitage, C., & Deeprose, C. (2004). Changing student evaluations by means of the numeric values of rating scales. Psychology Learning & Teaching, 3(2), 122-125. doi: 10.2304/plat.2003.3.2.122
  • Atwater, L., & Brett, J. (2006). Feedback format: Does it influence manager’s reactions to feedback?. Journal of Occupational and Organizational Psychology, 79(4), 517-532. doi: org/10.1348/096317905X58656
  • Austin, J. T., & Villanova, P. (1992). The criterion problem: 1917-1992. Journal of Applied Psychology, 77(6), 836- 874. doi: 10.1037/0021-9010.77.6.836
  • Bowman, J. S. (2010). The success of failure: The paradox of performance pay. Review of Public Personnel Administration, 30(1), 70-88. doi: 10.1177/0734371X09351824
  • Brutus, S. (2010). Words versus numbers: A theoretical exploration of giving and receiving narrative comments in performance appraisal. Human Resource Management Review, 20(2), 144-157. doi: 10.1016/j. hrmr.2009.06.003
  • Colella, A., DeNisi, A. S., & Varma, A. (1997). Appraising the performance of employees with disabilities: A review and model. Human Resource Management Review, 7(1), 27-53. doi: 10.1016/S1053-4822(97)90004-8
  • David, E. M. (2013). Examining the role of narrative performance appraisal comments on performance. Human Performance, 26(5), 430-450. doi: 10.1080/08959.285.2013.836197
  • Doyle, K. (2018). Examining rating source differences in narrative performance feedback. (Yayınlanmamış doktora tezi). The University of Western Ontario, Ontario-Kanada. https://ir.lib.uwo.ca/etd/5447 adresinden alındı.
  • Ferris, G. R., Munyon, T. P., Basik, K., & Buckley, M. R. (2008). The performance evaluation context: Social, emotional, cognitive, political, and relationship components. Human Resource Management Review, 18(3), 146-163. doi: 10.1016/j.hrmr.2008.07.006
  • Fletcher, C. (2001). Performance appraisal and management: The developing research agenda. Journal of Occupational and Organizational Psychology, 74(4), 473-487. doi: 10.1348/096.317.901167488
  • Ginsburg, S., Regehr, G., Lingard, L., & Eva, K. W. (2015). Reading between the lines: Faculty interpretations of narrative evaluation comments. Medical Education, 49(3), 296-306. doi: 10.1111/medu.12637
  • Gorman, C. A., Meriac, J. P., Roch, S. G., Ray, J. L., & Gamble, J. S. (2017). An exploratory study of current performance management practices: Human resource executives’ perspectives. International Journal of Selection and Assessment, 25(2), 193-202. doi: 10.1111/ijsa.12172
  • Greenberg, J. (1991). Using explanations to manage impressions of performance appraisal fairness. Employee Responsibilities and Rights Journal, 4(1), 51-60. doi: 10.1007/BF01390438
  • Jacobs, R. L. (2019). Performance rating scales. Work Analysis in the Knowledge Economy. (ss.223-233). Cham: Springer International Publishing. doi: 10.1007/978-3-319-94448-7_16
  • Kondrasuk, J. N. (2012). The ideal performance appraisal is a format, not a Form. Academy of Strategic Management Journal, 11(1), 115-130.
  • Lampe, J., Schäffer, U., & Schaupp, D. (2021). The performance effects of narrative feedback. SSRN Electronic Journal. Advance online publication. doi: 10.2139/ssrn.3825100
  • Landy, F. J., & Farr, J. L. (1980). Performance rating. Psychological Bulletin, 87(1), 72-107. doi: 10.1037/0033- 2909.87.1.72
  • Lockyer, J. M., Sargeant, J., Richards, S. H., Campbell, J. L., & Rivera, L. A. (2018). Multisource feedback and narrative comments: Polarity, specificity, actionability, and CanMEDS Roles. The Journal of Continuing Education in the Health Professions, 38(1), 32-40. doi: 10.1097/CEH.000.000.0000000183
  • Ludwig, T. D., & Goomas, D. T. (2009). Real-time Performance Monitoring, Goal-Setting and Feedback for Forklift Drivers in a Distribution Centre. Journal of Occupational and Organizational Psychology, 82, 391-403.
  • Macchi Silva, V. V., & Ribeiro, J. L. D. (2020). A discussion on using quantitative or qualitative data for assessment of individual competencies. Personnel Review. Ahead-of-Print. doi: 10.1108/PR-08-2019-0444
  • Page, E. B. (1958). Teacher comments and student performance: A seventy-four classroom experiment in school motivation. The Journal of Educational Psychology, 49(4), 173-181. doi: 10.1037/h0041940
  • Palshikar, G. K., Apte, M., Pawar, S., & Ramrakhiyani, N. (2019). HiSPEED: a system for mining performance appraisal data and text. International Journal of Data Science and Analytics, 8(1), 95-111. doi: 10.1007/ s41060.018.0142-x
  • Poncheri, R. M., Lindberg, J. T., Thompson, L. F., & Surface, E. A. (2008). A Comment on employee surveys. Organizational Research Methods, 11(3), 614-630. doi: 10.1177/109.442.8106295504
  • Reb, J., & Greguras, G. J. (2010). Understanding performance ratings: Dynamic performance, attributions, and rating purpose. Journal of Applied Psychology, 95(1), 213-220. doi: 10.1037/a0017237
  • Schleicher, D. J., Bull, R. A., & Green, S. G. (2009). Rater reactions to forced distribution rating systems. Journal of Management, 35(4). 899-927. doi: 10.1177/014.920.6307312514
  • Smither, J. W., & Walker, A. G. (2004). Are the characteristics of narrative comments related to improvement in multirater feedback ratings over time?. Journal of Applied Psychology, 89(3), 575-581. doi: 10.1037/0021- 9010.89.3.575
  • Speer, A. B. (2018). Quantifying with words: An investigation of the validity of narrative-derived performance scores. Personnel Psychology, 71(3), 299-333. doi: org/10.1111/peps.12263
  • Tittelbach, D., Fields, L., & Alvero, A. M. (2008). Effects of performance feedback on typing speed and accuracy. Journal of Organizational Behavior Management, 27(4), 29-52. doi: 10.1300/J075v27n04_02
  • Van de Mieroop, D., & Vrolix, E. (2014). A Discourse analytical perspective on the professionalization of the performance appraisal interview. International Journal of Business Communication, 51(2), 159-182. doi: 10.1177/232.948.8414525197
  • White, J. S., & Sharma, N. (2012). “Who writes what?” Using written comments in team-based assessment to better understand medical student performance: A mixed-methods study. BMC Medical Education, 12, 123-133. doi: 10.1186/1472-6920-12-123
  • Wilson, K. Y. (2010). An analysis of bias in supervisor narrative comments in performance appraisal. Human Relations, 63(12), 1903-1933. doi: 10.1177/001.872.6710369396
  • Youngcourt, S. S., Leiva, P. I., & Jones, R. G. (2007). Perceived purposes of performance appraisal: Correlates of individual-and position-focused purposes on attitudinal outcomes. Human Resource Development Quarterly, 18(3), 315-343. doi: org/10.1002/hrdq.1207
  • Yun, G. J., Donahue, L. M., Dudley, N. M., & McFarland, L. A. (2005). Rater personality, rating format, and social context: Implications for performance appraisal ratings. International Journal of Selection and Assessment, 13(2), 97-107. doi: 10.1111/j.0965-075X.2005.00304.x
Toplam 33 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makale Başvuru
Yazarlar

Adem Baltacı 0000-0001-8474-2164

Yayımlanma Tarihi 31 Temmuz 2021
Yayımlandığı Sayı Yıl 2021 Cilt: 16 Sayı: 56

Kaynak Göster

APA Baltacı, A. (2021). PERFORMANS DEĞERLENDİRMEDE KELİMELERİN GÜCÜ: ANLATI YORUMLARI HAKKINDA TEORİK BİR ARAŞTIRMA. Öneri Dergisi, 16(56), 570-584. https://doi.org/10.14783/maruoneri.935429

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Öneri Dergisi

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