چکیده:
Performance management is defined as a continuous process of identifying, measuring, and developing individual and team performance, and aligning it with the strategic goals of the organization. Therefore, employee performance appraisal plays a crucial role in identifying the strengths and weaknesses of employees. On the other hand, this task is performed by individuals who are at risk of perceptual errors. One of these errors is the leniency effect. In this error, the appraiser rates all employees at a high level regardless of their actual performance. It is clear that if such an error occurs in the performance appraisal system, the performance management process in the organization will not function properly and will become more of a formality. This article attempts to investigate the relationship between political evaluation, subjective indicators, and the leniency effect in the performance appraisal of appraisers in Refah Bank. This research is applied in nature and has been conducted using a descriptive-correlational method. A sample consisting of 136 people was selected from among 278 appraisers (branch managers and deputies) present in the branches of Refah Bank in Tehran using simple random sampling and participated in this research. The research instrument is a questionnaire. The results of the research showed that political evaluation with a partial correlation coefficient of 0.613 and subjective indicators in performance appraisal with a partial correlation coefficient of 0.668 have a direct relationship with the presence of the leniency effect in performance appraisal in Refah Bank.
خلاصه ماشینی:
Investigating the Relationship Between Political Assessment, Subjective Indicators, and the Halo Effect In Performance Appraisal of Appraisers at Refah Bank Parisa Dehghani 1, Arin Gholipour2 1.
This article attempts to investigate the relationship between political assessment, subjective indicators, and the halo effect in the performance appraisal of appraisers at Refah Bank.
This effect can affect the effectiveness of the performance appraisal and performance management system because by positively evaluating individuals regardless of their performance, there is no accurate and correct view of training needs, the appropriate person for promotion is not identified, the feedback provided is not correct and precise, and it cannot help improve employee performance.
Considering the above, the main issue of the research is the existence of a type of perceptual error called the halo effect in the performance appraisal of Refah Bank and its relationship with variables such as political appraisal and the use of subjective indicators in appraisal, which causes the appraisals made to be incorrect and the organization faces difficulties in estimating the extent of success and failure.
Hypothesis 1: With increasing political considerations in performance appraisal, the effect of leniency in employee ranking increases.
Hypothesis 2: If subjective indicators are used in performance appraisal, the effect of leniency in employee ranking increases.
Testing the Second Hypothesis: In this hypothesis, the partial correlation between the leniency effect and subjective indicators in performance evaluation is investigated.
The results of this test showed that the correlation between the two variables of leniency effect and subjective indicators in evaluation, considering the political evaluation variable, was 0.
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