PSYC 178 Lecture Notes - Lecture 7: Distributive Justice, Procedural Justice, Organizational Citizenship Behavior
Document Summary
Some outcomes of universities: graduation rates, salaries after graduation, etc: currently trying to create standardized outcomes for comparing universities. Uses for performance information: criterion data, employee development, motivation/satisfaction, rewards, promotion, layoff decisions. Types of performance data: objective- quantifiable; ex) sales volume, output, etc. For dental hygienist- patient pain ratings: personnel- hard to get. Absenteeism can measure performance because it affects productivity and could negatively reflect employee (or show their excellent work ethic) But, working while sick can spread illness. People are more scared to take time off after 2008 recession: judgmental. Relationships among performance measures: not as highly correlated as anticipated (ex-. r = . 2 for supervisor ratings and performance; means 96% is unexplained by supervisor ratings) Hands-on performance measures- employee engages in work-related tasks: include carefully constructed simulations, walk-through testing- employee describes in detail how to do a job, ex) flight simulator- way to get performance measure before actually flying. Article finds that this technology is not increasing productivity/performance.
