The effects of appraisal instrument,feedback and goal-setting on worker satisfaction and commitment

Twenty managers and 125 subordinates participated in a field experiment performed in the Israel Airport Authority. The managers received intensive training in giving performance feedback and setting specific goals when conducting appraisals of their subordinates. Following training, the managers were assigned randomly to one of four conditions: feedback and goals using BOS-based appraisal; feedback using BOS-based appraisal with no goals; feedback and goals using GRS-based appraisal; feedback alone using GRS-based appraisal. Work satisfaction and organizational commitment were measured before and after the performance appraisals were conducted. A two-way analysis of variance followed by univariate analyses by means of a studentized range test revealed that (1) the use of BOS-based appraisal increased work satisfaction significantly more than the use of GRS-based appraisal, (2) feedback followed by goal-setting resulted in significantly higher work satisfaction and organizational commitment than feedback alone, regardless of the appraisal scale that was used, and (3) the combination of BOS-based appraisal, feedback and goal-setting led to significantly higher work satisfaction than was the case in the other experimental conditions.