Author(s): Adem BALTACI
Performance appraisal is a turbulent area as well as it is very crucial to manage employees’ effectiveness and productivity. Even though several different variables were analyzed with regard to effectiveness of performance appraisal systems, it can be clearly seen that social and contextual factors ignored in academic literature especially in our country. In this sense further analyses for the effects of culture on the process of raters’ judgments are needed. Otherwise the effect of culture which judgments are embedded in and one of the most important explanatory of behaviors would be overlooked. Because of this shortage in this paper, the relationship between cultural values of employees’ and ratings and attribution styles is studied. The results showed us that there is a significant linear relationship between employees’ collectivism levels and their ratings. Beside, even though there is a relationship between ratings received from supervisors and collectivism levels, it has been seen that the ratings from other sources are independent from culture. Moreover it has been found out that there is a relationship between cooperation and harmony which are evaluation criteria and collectivism levels. Finally it has been confirmed that there is a significant correlation between causality of attribution for success and collectivism levels.
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