Can Employees Get Proper Performance Evaluation if They Speak Out?--the Moderating Effects of Leader's Psychological Characteristics

DOI

10.2991/emim-17.2017.125How to use a DOI?

Keywords

Employee voice; Performance evaluation; Leader's power distance; Leader's performance orientation; Leader's reflection ability

Abstract

Voice could be utilized as an effective method to improve organizational effectiveness. However, employees will hesitate to speak out because of possible adverse outcomes. This study explores the relationship between the employee voice and performance evaluation rated by their superiors. The paper posits that the leader's power distance, performance orientation, and reflection ability moderate the relationship between voice and performance evaluation. When the leader has lower power distance, higher performance orientation, and higher reflection ability, they will appraise the employee's performance higher when employee voices the concerns of the organization.

Copyright

© 2017, the Authors. Published by Atlantis Press.

Open Access

This is an open access article distributed under the CC BY-NC license (http://creativecommons.org/licenses/by-nc/4.0/).

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TY  - CONF
AU  - Jin Cheng
AU  - Yanwen Jin
AU  - Yan Cheng
AU  - Yingying Chen
PY  - 2017/04
DA  - 2017/04
TI  - Can Employees Get Proper Performance Evaluation if They Speak Out?--the Moderating Effects of Leader's Psychological Characteristics
BT  - Proceedings of the 7th International Conference on Education, Management, Information and Mechanical Engineering (EMIM 2017)
PB  - Atlantis Press
SP  - 620
EP  - 623
SN  - 2352-538X
UR  - https://doi.org/10.2991/emim-17.2017.125
DO  - 10.2991/emim-17.2017.125
ID  - Cheng2017/04
ER  -