Hostname: page-component-848d4c4894-xfwgj Total loading time: 0 Render date: 2024-06-26T09:25:47.870Z Has data issue: false hasContentIssue false

From Elusive to Obvious: Improving Performance Management Through Specificity

Published online by Cambridge University Press:  07 January 2015

Katherine A. Frear*
Affiliation:
University of North Carolina at Charlotte
Samantha C. Paustian-Underdahl
Affiliation:
University of North Carolina at Charlotte
*
E-mail: kcallas@uncc.edu, Address: Department of Psychology, University of North Carolina at Charlotte, Colvard South 4018, 9201 University City Blvd., Charlotte, NC 28223

Abstract

Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Commentaries
Copyright
Copyright © Society for Industrial and Organizational Psychology 2011 

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Austin, J. T., & Villanova, P. (1992). The criterion problem: 1917–1992. Journal of Applied Psychology, 77, 836874. Google Scholar
Baron, J. N., Hannan, M. T., Hsu, G., & Koçak, Ö. (2007). In the company of women: Gender inequality and the logic of bureaucracy in start-up firms. Work and Occupations, 34, 3566. Google Scholar
Gorman, E. (2005). Gender stereotypes, same-gender preferences, and organizational variation in the hiring of women: Evidence from law firms. American Sociological Review, 70, 702728. Google Scholar
Guion, R. M. (1998). Assessment, measurement, and prediction for personnel decisions. Mahwah, NJ: Erlbaum. Google Scholar
Pulakos, E. D., & O’Leary, R. S. (2011). Why is performance management broken? Industrial and Organizational Psychology: Perspectives on Science and Practice, 4, 146164.Google Scholar