Line management involvement in performance appraisal work
| Autor: | Daniel Tyskbo |
|---|---|
| Rok vydání: | 2020 |
| Předmět: |
Organizational Behavior and Human Resource Management
Performance appraisal Divergence (linguistics) business.industry Process (engineering) 05 social sciences 050209 industrial relations Context (language use) Public relations Devolution Work (electrical) 0502 economics and business Industrial relations Sociology business 050203 business & management Line management Qualitative research |
| Zdroj: | Employee Relations: The International Journal. 42:818-844 |
| ISSN: | 0142-5455 |
| DOI: | 10.1108/er-06-2019-0236 |
| Popis: | PurposeTwo research questions are asked in this paper: RQ1. How does line management involvement in PA work unfold in practice? RQ2. How does line management involvement contribute toward any divergence arising between intended and implemented PA work?Design/methodology/approachAn in-depth case study from a multi-actor perspective based on interviews with HR managers, line managers and employees, and organizational documents.FindingsThe findings illustrate how line managers faced three types of complexities during implementation, i.e. dilemmas, understandings, and local adaptations. These jointly contributed to a divergence arising between the PA as intended and the PA as implemented. This divergence became associated with how line management involvement was restricted to the local context and the initial stages of the PA process, highlighting how HR practices can contain both devolved and non-devolved elements.Originality/valueWe respond to calls for more in-depth qualitative studies of how line managers are involved in HR work; this is done specifically by conceptualizing the complexities line managers face in practice when implementing HR practices. As such, we add to the understanding of HR practices as relational and social in nature. We also contribute to the processual understanding of HRM by highlighting how HR practices can contain both devolved and non-devolved elements. By stressing the limitations of binary conceptualizations of HR devolution, we add to the understanding of HR devolution as more complex and multifaceted than traditionally assumed. |
| Databáze: | OpenAIRE |
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