Accountability in human resources systems: The impression management and performance-directed functions of goal-setting in the performance evaluation process

Accountability, the condition in which one will likely need to defend decisions or actions, is a common but seldom researched topic in organizational studies. This study purports to investigate the effects of accountability in human resources systems, using the evaluation of performance as a context. Performance evaluation is the fundamental accountability mechanism in organizations, and is often a primary function of the organization's human resources department. Performance evaluations are likely to become impression management events when there are rewards or punishments associated with the evaluation outcome. Additionally, goal setting is often used in conjunction with performance evaluations, with the intention of continual development.

Name thesis:degree_name

Ph.D.

Level thesis:degree_level

Dissertation

Discipline thesis:degree_discipline

Labor and Employment Relations

Grantor

University of Illinois at Urbana-Champaign

Year dc:date

2011

Author dc:creator

• Frink, Dwight David

Contributors dc:contributor

• Ferris, Gerald R.

• Business Administration, Management
• Psychology, Industrial
• Sociology, Industrial and Labor Relations

Statement dc:rights

• Copyright 1994 Frink, Dwight David

Language dc:language

eng

Identifier

AAI9503190
(UMI)AAI9503190

OAI identifier oai:identifier

oai:www.ideals.illinois.edu:2142/19998