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Performance Management: Perceiving Goals as Invariable and Implications for Perceived Job Autonomy and Work Performance

Kuvaas, Bård; Buch, Robert; Dysvik, Anders
Journal article, Peer reviewed
Accepted version
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URI
http://hdl.handle.net/11250/2447382
Date
2014-12
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  • Publikasjoner fra CRIStin - BI [650]
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Original version
Human Resource Management. 2016, 55 (3), 401-412.   10.1002/hrm.21680
Abstract
In this study, we investigated whether perceiving goals as invariable is negatively related to work performance and whether this relationship is mediated by perceived job autonomy. Perceiving goals as invariable refers to the extent to which employees believe that the goals in a performance management system represent absolute standards that they must meet without exception, even if they think other factors are more important (e.g., situational factors or factors that are not associated with goals). In support of our hypotheses, we found a negative relationship between perceiving goals as invariable and work performance and that perceived job autonomy mediated this relationship. Theoretical and practical implications and directions for future research are discussed
Publisher
Wiley
Journal
Human Resource Management

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