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dc.contributor.authorKuvaas, Bård
dc.contributor.authorBuch, Robert
dc.contributor.authorDysvik, Anders
dc.date.accessioned2017-06-29T13:19:14Z
dc.date.available2017-06-29T13:19:14Z
dc.date.created2014-03-18T20:40:52Z
dc.date.issued2014-12
dc.identifier.citationHuman Resource Management. 2016, 55 (3), 401-412.nb_NO
dc.identifier.issn0090-4848
dc.identifier.urihttp://hdl.handle.net/11250/2447382
dc.description.abstractIn 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 discussednb_NO
dc.language.isoengnb_NO
dc.publisherWileynb_NO
dc.titlePerformance Management: Perceiving Goals as Invariable and Implications for Perceived Job Autonomy and Work Performancenb_NO
dc.typeJournal articlenb_NO
dc.typePeer reviewednb_NO
dc.description.versionacceptedVersionnb_NO
dc.source.pagenumber401-412nb_NO
dc.source.volume55nb_NO
dc.source.journalHuman Resource Managementnb_NO
dc.source.issue3nb_NO
dc.identifier.doi10.1002/hrm.21680
dc.identifier.cristin1123088
dc.description.localcode2, Forfatterversjon
cristin.unitcode158,4,0,0
cristin.unitnameInstitutt for ledelse og organisasjon
cristin.ispublishedtrue
cristin.fulltextpostprint
cristin.qualitycode2


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