Resumen

ROSALES PADILLA, Nora Veronica; CARLOS-ORNELAS, Carmen Estela  y  GOMEZ GARCIA, María Teresa. Performance evaluation and employees´ intention to improve. Vértice univ. [online]. 2024, vol.26, n.95, e100.  Epub 26-Ago-2024. ISSN 2683-2623.  https://doi.org/10.36792/rvu.v26i95.100.

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.

Palabras llave : Performance appraisal; performance appraisal factors; intention to improve; supervisor.

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