"The More Appraisal,the Greedier":Dual Effects of Performance Appraisal and Job Insecurity
To reveal the formation mechanism of antecedents and consequences of workplace greed,from the perspective of the"situation-induced theory"of greed,the current study constructs a moderated chain mediation model based on the uncertain expectations brought by performance appraisal and resource conservation motivation.We find that performance appraisal increases employees'job insecurity,which in turn gives rise to greed in the workplace,and ultimately leads to malpractice and embezzlement.In this model,career plateau reinforces the impact of performance appraisal on job insecurity.The questionnaire survey shows that the performance appraisal has dual effects on workplace greed and malpractice and embezzlement:one is the promoting effect.Relatively speaking,for career-plateau employees,both developmental and evaluative performance appraisal will increase job insecurity,which in turn leads to greed,malpractice and embezzlement.The other is the developmental performance appraisal,which can directly cut down greed in the workplace,thereby reducing malpractice and embezzlement.The statistical analysis of the dual effects finds that the promoting effect of performance appraisal on workplace greed as well as malpractice and embezzlement is greater than the inhibiting effect.Accordingly,this study also indirectly confirms the"situation-induced theory"of greed in the workplace:greed and malfeasance and embezzlement in the workplace are rational coping strategies for employees facing the anticipation of a loss of resources.
performance appraisalcareer plateaujob insecurityworkplace greedmalpractice and embezzlement
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