<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>2683-2623</journal-id>
<journal-title><![CDATA[Vértice universitario]]></journal-title>
<abbrev-journal-title><![CDATA[Vértice univ.]]></abbrev-journal-title>
<issn>2683-2623</issn>
<publisher>
<publisher-name><![CDATA[Universidad de Sonora, División de Ciencias Económicas y Administrativas]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2683-26232024000100105</article-id>
<article-id pub-id-type="doi">10.36792/rvu.v26i95.100</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Evaluación de Desempeño e Intención de Mejora en Empleados de Empresas Manufactureras]]></article-title>
<article-title xml:lang="en"><![CDATA[Performance evaluation and employees´ intention to improve]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Rosales Padilla]]></surname>
<given-names><![CDATA[Nora Veronica]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Carlos-Ornelas]]></surname>
<given-names><![CDATA[Carmen Estela]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Gómez García]]></surname>
<given-names><![CDATA[María Teresa]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,VisionNET Solutions  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
</aff>
<aff id="Af2">
<institution><![CDATA[,Tecnológico Nacional de México  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
</aff>
<aff id="Af3">
<institution><![CDATA[,Instituto Nacional de México  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>12</month>
<year>2024</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>12</month>
<year>2024</year>
</pub-date>
<volume>26</volume>
<numero>95</numero>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_arttext&amp;pid=S2683-26232024000100105&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_abstract&amp;pid=S2683-26232024000100105&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_pdf&amp;pid=S2683-26232024000100105&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen La intención de mejora que precede al comportamiento de mejora de los empleados es un factor primordial para que las empresas que los emplean logren sus objetivos. Este estudio examinó la influencia de dos variables de la Evaluación del Desempeño (ED): la diligencia del supervisor y las reacciones de los subordinados a la reunión de ED. Se incorporaron al análisis 13 variables de control, que incluyeron 7 demográficas y 6 factores relacionados con la evaluación del desempeño, tales como consideración individualizada, relación, apoyo del supervisor, justicia procedimental, precisión de la ED y satisfacción con la ED. Los datos se recopilaron a través de un cuestionario proporcionado por McClendon et al. y se obtuvieron respuestas de 224 empleados de empresas manufactureras automotrices de la ciudad de Aguascalientes. Los coeficientes de confiabilidad del cuestionario fueron altos, indicando una consistencia robusta en las respuestas. Un análisis de regresión múltiple reveló un modelo explicativo del 0.456 de la varianza en la intención de mejora, destacando la contribución significativa de los factores de retroalimentación y diligencia del supervisor, sin la inclusión de las variables de control. En este contexto, la retroalimentación se destacó como el factor clave, sugiriendo que la asignación de recursos organizacionales para la capacitación de supervisores podría generar mayores beneficios en el comportamiento de mejora de los empleados. Estos hallazgos resaltan la importancia de la retroalimentación y la diligencia del supervisor como elementos críticos en el impulso de la intención de mejora entre los empleados.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract The improvement intention that precedes the improvement behavior of employees is a primary factor for companies that employ them to achieve their objectives. In this study, the influence of two Performance Appraisal (PA) variables was examined: supervisor diligence and subordinates' reactions to the PA meeting. Thirteen control variables were incorporated into the analysis, including 7 demographic and 6 factors related to performance evaluation, such as individualized consideration, relationship, supervisor support, procedural justice, accuracy of PA, and satisfaction with PA. Data were collected through a questionnaire provided by McClendon et al. and responses were obtained from 224 employees of automotive manufacturing companies in the city of Aguascalientes. The reliability coefficients of the questionnaire were high, indicating robust consistency in the responses. A multiple regression analysis revealed an explanatory model of 0.456 of the variance in improvement intention, highlighting the significant contribution of the supervisor's feedback and diligence factors, without the inclusion of control variables. In this context, feedback stood out as the key factor, suggesting that allocating organizational resources for supervisor training could generate greater benefits in employee improvement behavior. These findings highlight the importance of supervisor feedback and diligence as critical elements in driving improvement intention among employees.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[Evaluación del desempeño]]></kwd>
<kwd lng="es"><![CDATA[intención de mejora]]></kwd>
<kwd lng="es"><![CDATA[supervisor]]></kwd>
<kwd lng="en"><![CDATA[Performance appraisal]]></kwd>
<kwd lng="en"><![CDATA[performance appraisal factors]]></kwd>
<kwd lng="en"><![CDATA[intention to improve]]></kwd>
<kwd lng="en"><![CDATA[supervisor]]></kwd>
</kwd-group>
</article-meta>
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