Performans Yönetimi: Performans Değerlendirme Sistemi, Süreç ve Yöntemler, Geri Bildirim

Adler, R. W. (2023). Strategic performance management. Accounting for organizational control (2. baskı). Routledge.

Aguinis, H. (2013). Performance management (3rd ed.). Pearson.

Aguinis, H., Gottfredson, R. K. ve Joo, H. (2012). Delivering effective performance feedback: The strengths-based approach. Business Horizons, 55(2), 105–111.

Allen, H. (2008). Using routinely collected data to augment the management of health and productivity loss. Journal of Occupational and Environmental Medicine, 50(6), 615–632. Allworth, E., & Hesketh, B. (1999). Construct-oriented biodata: Capturing change-related and contextually relevant future performance. International Journal of Selection and Assessment, 7(2), 97–111.

Atwater, L. E., Waldman, D. A., Atwater, D. ve Cartier, P. (2000). An upward feedback field experiment: Supervisors’ cynicism, reactions, and commitment to subordinates. Personnel Psychology, 53(2), 275–297.

Baker, N. (2010). Employee feedback technologies in the human performance system. Human Resource Development International, 13(49), 477–485.

Bakker, A. B., Demerouti, E. ve Verbeke, W. (2004). Using the job demands-resources model to predict burnout and performance. Human Resource Management, 43(1), 83–104.

Baldassarre, L. ve Finken, B. (2015, August 12). GE’s real-time performance development. Harvard Business Review.

Banks, C. G. ve May, K. E. (1999). Performance management: The real glue in organizations. A. I. Kraut ve A. K. Korman (Ed.)i Evolving practices in human resource management içinde (s. 118–145). Jossey-Bass.

Blanz, F. ve Ghiselli, E. E. (1972). The mixed standard scale: A new rating system. Personnel Psychology, 25(2), 185–199.

Borman, W. C., Buck, D. E., Hanson, M. A., Motowidlo, S. J., Stark, S. ve Drasgow, F. (2001). An examination of the comparative reliability, validity, and accuracy of performance ratings made using computerized adaptive rating scales. Journal of Applied Psychology, 86(5), 965–973.

Borman, W. C. ve Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. N. Schmitt ve W. C. Borman (Ed.), Personnel selection in organizations içinde (s. 71–98). Jossey-Bass.

Brief, A. P. ve Motowidlo, S. J. (1986). Prosocial organizational behaviors. Academy of Management Review, 11(4), 710–725.

Brutus, S., Leslie, J. B. ve McDonald-Mann, D. (2001). Cross- cultural issues in multisource feedback. D. Bracken, C. Timmreck ve A. Church (Ed.), Handbook of multisource feedback içinde (s. 433–446). Jossey-Bass

Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. M. D. Dunnette ve L. M. Hough (Ed.), Handbook of industrial and organizational psychology Vol. 1 içinde (s. 687–732). Consulting Psychologists Press.

Campion, M. C., Campion, E. D. ve Campion, M. A. (2015). Improvements in performance management through the use of 360 feedback. Industrial and Organizational Psychology: Perspectives on Science and Practice, 8(1), 85–93.

Cleveland, J. N., Murphy, K. R. ve Williams, R. E. (1989). Dimensions of job performance. R. F. Dillon ve J. W. Pellegrino (Ed.), Testing: Theoretical and applied perspectives içinde (s. 218–247). Praeger.

Clifton, D. O. ve Harter, J. K. (2003). Strengths investment. K. S. Cameron, J. E. Dutton ve R. E. Quinn (Ed.), Positive organizational scholarship içinde (s. 111–121). Berrett-Koehler.

Conte, J. M. ve Landy, F. J. (2019). Work in the 21st century: An introduction to industrial and organizational psychology (6. baskı). John Wiley & Sons

DeNisi, A. S. ve Murphy, K. R. (2017). Performance appraisal and performance management: 100 years of progress? Journal of Applied Psychology, 102(3), 421–433.

Dewettinck, K. ve Van Dijk, H. (2013). Linking Belgian employee performance management system characteristics with performance management system effectiveness: Exploring the mediating role of fairness. The International Journal of Human Resource Management, 24(4), 806–825.

Drucker, P. (1954/2012). The practice of management (Revised ed.).

Routledge.

Eckert, R., Ekelund, B. Z., Gentry, W. A. ve Dawson, J. F. (2010). “I don’t see me like you see me, but is that a problem?” Cultural influences on rating discrepancy in 360-degree feedback instruments. European Journal of Work and Organizational Psychology, 19(3), 259–278.

Escorpizo, R. (2008). Understanding work productivity and its application to work-related musculoskeletal disorders. International Journal of Industrial Ergonomics, 38(3-4), 291–297.

Farr, J. L. (1993). Informal performance feedback: Seeking and giving. In H. Schuler, J. L. Farr, & M. Smith (Eds.), Personnel selection and assessment: Individual and organizational perspectives (pp. 163–180). Erlbaum.

Flanagan, J. C. (1954). The critical incident technique.

Psychological Bulletin, 51(4), 327–358.

Fletcher, C. (2015). 360-degree feedback as a developmental tool. K. Kraiger, J. Passmore, N. R. dos Santos ve S. Malvezzi (Ed.), The Wiley handbook of the psychology of training, development and performance improvement içinde(s. 486–502). John Wiley & Sons.

Gentry, W. A., Hannum, K. M., Ekelund, B. Z. ve de Jong, A. (2007). A study of the discrepancy between self- and observer-ratings on managerial derailment characteristics of European managers. European Journal of Work and Organizational Psychology, 16, 295–325.

Griffin, M. A., Neal, A. ve Parker, S. K. (2007). A new model of work role performance: Positive behavior in uncertain and interdependent contexts. Academy of Management Journal, 50(2), 327–347.

Harari, M. B. ve Viswesvaran, C. (2018). Individual job performance. In D. S. Ones, N. Anderson, C. Viswesvaran ve H. K. Sinangil (Ed.), The SAGE handbook of industrial, work and organization psychology - Personnel psychology and employee performance (s. 55–72). SAGE Publications Ltd.

Harris, I. E. (1993). Applied organizational communication: Perspectives, principles, and pragmatics. Erlbaum.

Hoffman, B. J., Gorman, C. A., Blair, C. A., Meriac, J. P., Overstreet, B. ve Atchley, E. K. (2012). Evidence for the effectiveness of an alternative multisource performance rating methodology. Personnel Psychology, 65, 531-563.

Jawahar, I. M. (2010). The mediating role of appraisal feedback reactions on the relationship between rater feedback-related behaviors and ratee performance. Group & Organization Management, 35(4), 494–526.

Knauft, E. B. (1948). Construction and use of weighted checklist rating scales for two industrial situations. Journal of Applied Psychology, 32(1), 63–70.

Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Schaufeli, W. B., de Vet, H. C. W. ve van der Beek, A. J. (2011). Conceptual frameworks of individual work performance: A systematic review. Journal of Occupational and Environmental Medicine, 53(8), 856–866.

Krebs, D. J. (1970). Altruism: An examination of the concept and a review of the literature. Psychological Bulletin, 73(4), 258– 302.

Lam, S. S., Yik, M. S. ve Schaubroeck, J. (2002). Responses to formal performance appraisal feedback: The role of negative affectivity. Journal of Applied Psychology, 87(1), 192–201.

Lasa, A. N., Pedroni, A., Komm, A. ve Lavallée, S. G. (2024). In the spotlight: Performance management that puts people first [Article]. McKinsey & Company.

Latham, G. P. ve Locke, E. A. (2006). Enhancing the benefits and overcoming the pitfalls of goal setting. Organizational Dynamics, 35(4), 332–340.

Latham, G. P. ve Wexley, K. N. (1977). Behavior observation scales for performance appraisal purposes. Personnel Psychology, 30(2), 255–268.

London, M. ve Mone, E. M. (2015). Designing feedback to achieve performance improvement. In K. Kraiger, J. Passmore, N. R. dos Santos, & S. Malvezzi (Eds.), The Wiley handbook of the psychology of training, development and performance improvement (pp. 462–485). John Wiley & Sons.

MacKenzie, S. B., Podsakoff, P. M. ve Ahearne, M. (1998). Some possible antecedents and consequences of in-role and extra- role salesperson performance. Journal of Marketing, 62(3), 87–98.

McMahon, G. (2009). Successful performance management: Effective strategy, best practice and key skills. Liffey Press.

McMahon, G. (2013). Performance management. In R. Carbery ve C. Cross (Ed.), Human resource management (s.106–121). Palgrave Macmillan.

McMahon, G. ve Gunnigle, P. (1994). Performance appraisal: How to get it right. Productive Personnel Ltd.

Morrison, E. W., Chen, Y. ve Salgado, S. R. (2004). Cultural differences in newcomer feedback seeking: A comparison of the United States and Hong Kong. Applied Psychology: An International Review, 53(1), 1–22.

Muchinsky, P. M. (2005). Psychology applied to work (8. baskı). Thomson Wadsworth.

Murphy, K. R. (1989). Dimensions of job performance. R. F. Dillon & J. W. Pellegrino (Ed.), Testing: Theoretical and applied perspectives içinde(s. 218–247). Praeger.

Murphy, K. R. ve Cleveland, J. N. (1995). Understanding performance appraisal: Social, organizational, and goal‐ based perspectives. Sage.

Murphy, K. R., Cleveland, J. N. ve Hanscom, M. (2018). Performance appraisal and management: Why does it fail and how can it be fixed? Sage.

Niven, P. R., (2023). OKRs for dummies. For Dummies.

Niven, P. R. ve Lamorte, B. (2016). Objectives and key results. Driving focus, alignment, and engagement with OKRs. John Wiley & Sons, Inc.

Organ, D. W. (1997). Organizational citizenship behavior: Its construct clean-up time. Human Performance, 10(2), 85–97. Organ, D. W. (2018). Organizational citizenship behavior: Recent trends and developments. Annual Review of Organizational Psychology and Organizational Behavior, 5, 295–306.

Paterson, D. G. (1922). The Scott Company graphic rating scale. Journal of Personnel Research, 1, 361–376.

Pearson, C. M., Andersson, L. M. ve Porath, C. L. (2000). Assessing and attacking workplace incivility. Organizational Dynamics, 29(2), 123–137.

Ployhart, R. E., Schneider, B. ve Schmitt, N. (2006). Staffing organizations Contemporary practice and theory (3. baskı). CRC Press.

Ployhart, R. E., Wiechmann, D., Schmitt, N., Sacco, J. M. ve Rogg, K. (2003). The cross‐cultural equivalence of job performance ratings. Human Performance, 16(1), 49–79.

Podsakoff, N. P., Whiting, S. W., Podsakoff, P. M. ve Blume, B. D. (2009). Individual- and organizational-level consequences of organizational citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 94(1), 122–141.

Podsakoff, P. M., MacKenzie, S. B., Paine, J. B. ve Bachrach, D. G. (2000). Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26(3), 513–563.

Pulakos, E. D., Arad, S., Donovan, M. A. ve Plamondon, K. E. (2000). Adaptability in the workplace: Development of a taxonomy of adaptive performance. Journal of Applied Psychology, 85(4), 612–624.

Pulakos, E. D, Hanson, R. M., Arad, S. ve Moye, N. (2015). Performance management can be fixed: an on-the-job experiential learning approach for complex behavior change. Industrial and Organizational Psychology, 8(1), 51–76.

Pulakos, E. D. ve O'Leary, R. S. (2011). Why is performance management so broken? Industrial and Organizational Psychology: Perspectives on Science and Practice, 4(2), 146– 164.

Riggio, R. E. ve Johnson, S. K. (2022). Introduction to industrial and organizational psychology (8th ed). Routledge.

Rotundo, M. ve Rotman, J. L. (2002). Defining and measuring individual level job performance: A review and integration. Journal of Applied Psychology, 90(5), 225-254.

Rotundo, M. ve Sackett, P.R. (2002). The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy capturing approach. Journal of Applied Psychology, 87(1), 66-80.

Sage. (2023, September 28). The future of performance management [Report]. https://www.sage.com/en-gb/blog/future- performance-management-research/#about

Sanchez, J. I. ve Levine, E. L. (2001). The analysis of work in the 20th and 21st centuries. N. Anderson, D. S. Ones, H. K. Sinangil ve C. Viswesvaran (Ed.), Handbook of industrial, work & organizational psychology - Volume 1: Personnel psychology içinde (s. 71-89). SAGE Publications Ltd.

Sanosra, A., Maimun, A., Budi Satoto, E. ve Qomariah, N. (2022). Role of key performance indicators and compensation in improving employee integrity and performance. İnternational Journal of Economics and Management Studies, 9(2), 35 –43.

Smith, P. C. ve Kendall, L. M. (1963). Retranlsation of expectations: An approach to the construction of unambiguous anchors for rating scales. Journal of Applied Psychology, 47(2), 149–155.

Sommer, K. L. ve Kulkarni, M. (2012). Does constructive performance feedback improve citizenship intentions and job satisfaction? The roles of perceived opportunities for advancement, respect, and mood. Human Resource Development Quarterly, 23(2), 177–201.

Tierney, P. ve Farmer, S. M. (2011). Creative self-efficacy development and creative performance over time. Journal of Applied Psychology, 96(2), 277–293.

Wigert, B. ve Barrett, H. (2024, May 7). 2% of CHROs think their performance management system works. Gallup. https://www.gallup.com/workplace/644717/chros-think- performance-management-system-works.aspx

Wigert, B. ve Harter, J. (2017). Re-Engineering performance management [Report]. Gallup, Inc.

Viswesvaran, C. (2001). Assessment of individual job performance: A review of the past century and a look ahead. N. Anderson, D. S. Ones, H. K. Sinangil ve C. Viswesvaran (Ed.), Handbook of industrial, work & organizational psychology - Volume 1: Personnel psychology içinde (s. 110-126). SAGE Publications Ltd.

Vuong, T. D. N. ve Nguyen, L. T. (2022). The key strategies for measuring employee performance in companies: A systematic review. Sustainability, 14(21), Article 14017.

Zimmerman, R. D., Mount, M. K. ve Goff, M. (2008). Multi‐source feedback and leaders’ goal performance: Moderating effects of rating purpose, rater perspective, and performance dimension. International Journal of Selection and Assessment, 16(2), 121–134.